Agency Worker Regulations (AWR)

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    Agency Worker Regulations (AWR)

    The Cost of Inequality The Agency Worker Regulations are built on a single, high-stakes principle: Parity. Once a contractor hits the 12-week milestone in the same role, they are legally entitled to the same basic employment and working conditions as their permanent counterparts. Failure to align pay, bonuses, and benefits doesn't just invite legal claims—it creates a chain of financial liability that can damage the relationship between you and your end-clients. Sentrya Payroll ensures that "Week 12" is a managed transition, not a compliance crisis.

    Our AWR Management Framework

    01
    Workflow & Trigger Audits

    We conduct a forensic review of your entire worker lifecycle—from initial onboarding to shift tracking. Our team identifies exactly which roles are approaching the 12-week "equal treatment" threshold, ensuring your pay scales are synchronized with client benchmarks well in advance.

    02
    Comparative Benchmarking

    The most common point of failure is the "Comparator" role. We collaborate with your end-clients to pinpoint the exact permanent employee equivalent, verifying that every element of the package—including bonuses, pension contributions, and holiday entitlements—meets the legal standard for parity.

    03
    Systematic Safeguards

    Compliance shouldn't rely on memory. We help you implement robust internal controls, from consultant training to automated CRM alerts. These systems ensure your team is prompted to adjust rates and verify conditions the moment a worker enters the AWR window.

    04
    Client Alignment & Protection

    AWR is a shared responsibility. We facilitate education sessions for your clients’ HR and payroll departments, clarifying their duty to provide vacancy data and comparator info. Additionally, we refine your Supply Agreements to include vital AWR clauses and indemnity protections.