The Conduct of
Employment Agencies and Employment Business Regulations 2003
This legislation came into force on 6th April
2004 and was introduced by the government with the aim of regulating
and maintaining standards across the recruitment industry. One
of the main features is the greater level of protection for both
job seekers and companies who use the services of recruiters.
Under the provisions of the Act, we are obliged to confirm that:
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The 2000 Group
companies operate both as Employment Businesses (temporary
and contract positions) and Employment Agencies (permanent
positions).
We provide will be work-seeking services through which we
will try to find vacancies within our client companies suitable
to the work-seekers particular skills and experience.
We do not charge work seekers any fee for these or any other
services provided in connection with the work-seekers job
search.
Full details of the regulations can be found at:
http://www.dti.gov.uk/er/agency/newregs.htm
We are also required to obtain certain information from
work-seekers depending upon whether they remain “opted
in” to the regulations or “opt out”. All
self-employed contractors operating via a Limited/Umbrella
company have the right to opt out. We cannot and would not
seek to influence an individuals decision to opt out of
the regulations but we are happy to explain the likely implications
of either “opt in or out”.
Two obvious advantages of opting out are:-
Ease and speed of administration (no need to provide proof
of identity/skills, agree terms or sign documentation prior
to receiving the services).
Demonstrate true self employed status (and reduce the possibility
of being caught under IR35 legislation).
All contractors choosing to opt out will be required to
submit Opt Out Declaration Forms signed on behalf of themselves
and their limited company.
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You may accept more than one set of Terms if you wish, to cover
all future eventualities.
Temporary/contract assignment through a Limited Company (Personal
Services Company)
You may have already formed a Limited Company,
in which case it is possible for you to opt out of the Regulations.
The advantages of this are:
- Speed - no need for you to pre-agree terms or provide proof
of identity, eligibility or skills
- IR35 - not opting out will reduce the possibility of working
outside IR35 legislation
- Avoid possible additional administration costs for those remaining
opted-in
If you choose to opt out, we can continue to
work with you in exactly the same way as we always have.
To opt out, we require two disclaimers from you, (i) on behalf
of the Company and (ii) from you as the named individual worker.
Sample formats are given at:
- Limited Company opt out
- Individual worker opt out
These may be combined into one document if you
prefer as long as all relevant details are included. If you wish
to opt out from the Regulations, please let us have your confirmation
as quickly as possible.
Note 1: Your Limited Company must be in existence
before you can opt out. You might consider working through an
Umbrella Company in the meantime.
Note 2: Our standard terms for working with opted
out contractors may be viewed here.
You may of course work through a Limited Company
without opting out of the Regulations.
Temporary/contract assignment through an Opted-In Limited Company
Before we can begin to provide services to you, we have to obtain
your initial agreement to our standard Terms. Please confirm in
writing that these are acceptable in principle to you (subject
to any future mutually-agreed variation).
Additionally, before we can proceed with your application, we
must also obtain the following from you:
Please attach the relevant documentation to an email.
If you are uncertain about what to send for any
of the above, please contact us. Be assured that once we have
logged receipt of these various items you will not need to send
them again should you apply for similar roles through Volt Europe
in future.
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Temporary/contract assignment through
an Umbrella Company
If you are planning to work through an Umbrella company,
you may use any approved company. Those we work with on a regular
basis include:
- JSA Group
- Parasol IT
- Giant
- 360 Group
- Lester Sybersolve
If you work via an Umbrella Company, it will
be possible for you to opt out of the Regulations. In other words,
we can continue to work with you in exactly the same way as we
always have.
The advantages of opting out are:
- Speed - no need for you to pre-agree terms or provide proof
of identity, eligibility or skills
- IR35 - not opting out will reduce the possibility of working
outside IR35 legislation
- Cost - it seems likely that Umbrella companies will pay a
slightly lower rate to opted-in contractors because of the additional
administrative burden
To opt out we will require opt-out confirmation
from both the Umbrella and yourself, the named individual worker.
The above named companies have already notified us of their agreement
to opt out should the individual worker require it, so if you
choose to work through one of them we will only require confirmation
from you. A sample format is shown here.
Please let us have this as quickly as possible so that we can
begin to process your application.
Working as a directly Payrolled contractor
through Volt Europe
This means that although you will be a self-employed worker, Volt
Europe will help you with administration by deducting PAYE, National
Insurance contributions etc. when you are paid.
Before we can begin to provide services to you,
we have to obtain your initial agreement to our standard Terms.
Please confirm in writing that these are acceptable in principle
to you (subject to any future mutually-agreed variation).
Additionally, before we can proceed with your application, we
must also obtain the following from you:
- Formal confirmation that you are willing to perform a role
suitable to your experience and skills.
-
Some proof of your identity - for example
a copy of your passport, recent P45, birth certificate or
ID card.
-
Evidence of your legal entitlement to accept
a job, if offered - for example a copy of an EU passport,
valid work permit or visa. This may be the same as proof of
identity.
- If it is a specified requirement of a role for which you
may be suitable, we will also need to see proof of technical
or educational qualifications.
Please attach the relevant documentation to an
email.
If you are uncertain about what to send for any of the above,
please contact us. Be assured that once we have logged receipt
of these various items you will not need to send them again should
you apply for similar roles through Volt Europe in future.
Working in a Permanent position
Before we can begin to provide services to you, we have to obtain
your initial agreement to our standard Terms. Please confirm in
writing that these are acceptable to you.
Additionally, before we can proceed with your application, we
must also obtain the following from you:
- Formal confirmation that you are willing to perform a role
suitable to your experience and skills
- Some proof of your identity - for example a copy of your passport,
recent P45, birth certificate or ID card
- Evidence of your legal entitlement to accept a job, if offered
- for example a copy of an EU passport, valid work permit or
visa. This may be the same as proof of identity.
- If it is a specified requirement of a role for which you may
be suitable, we will also need to see proof of technical or
educational qualifications
Please attach the relevant documentation to an email.
If you are uncertain about what to send for any of the above,
please contact us. Be assured that once we have logged receipt
of these various items you will not need to send them again should
you apply for similar roles through Volt Europe in future.
Method of working not yet known/decided
So that we can begin to provide you with services, we will initially
treat you as a potential pay-rolled worker. Please continue here.
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