The Recruitment & Employment Confederation (REC), the representative body for the UK recruitment industry, has today announced the setting up of its own ëAgency Work Commissioní to ensure that new EU regulations on temporary agency work do not have a negative impact on the UK labour market.
The Government had initially mooted the concept of a Commission last April but this was superseded by the recent ëdealí agreed with the CBI and the TUC. Despite last weekís agreement in Luxemburg on the EU Directive, a number of issues still need clarification which is why the REC is taking the initiative to establish the Agency Work Commission.
Commenting on the aims of this Commission, REC Chief Executive, Kevin Green says:
ìThe agency work debate has been heavily politicised and it is now time to focus on the practical details of what equal treatment provisions might look like so that it meets the need of workers as well as employers. Getting these details right is crucial in order to maintain the dynamism of the UKís agency work market.
ìTemporary and contract workers are a key element of a 21st century labour force and the aim of our Commission is to ensure that the EU directive does not suffocate our jobs market in a way that would cost flexibility for employers and opportunities for workers.î
The REC has invited the TUC, the CBI and the CIPD to take part in this new working group and will be seeking input from other business organisations as well as recruitment experts, HR professionals and leading employment lawyers.
There are legitimate concerns over how equal treatment provisions might impact ñ for example, the REC estimates that it could cost the recruitment industry more than 10 million a week to establish the correct pay for temporary workers. The aim of the Commission is to find practical solutions in order to make equal treatment work for everyone.
Some of the specific areas that the Commission will focus on and which are key to ensuring that any new regulations are workable include:
ï The scope of what equal treatment covers;
ï How would the ëcomparatorí be established in practice;
ï Alternative dispute resolutions to avoid an upsurge in Tribunal cases;
ï Recognising the need to exempt limited company contractors;
ï Specific issues for smaller employers where there are no formal pay bands;
ï Workplace agreements that would derogate from the regulations.
Conclusions and suggested solutions from the different meetings will be provided to Government. A final report will collate all the REC Commissionís conclusions and will be presented to UK Ministers and Members of the European Parliament.
REC launches 'Agency Work Commission' following EU Council Decision
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