legislation guide
This guidance document has been prepared by the Rullion Group HR Department and aims to provide assistance in dealing with general scenarios, which our clients may encounter when placing contractors / temporary workers on assignment via the Rullion Group.
Rullion Computer Personnel has extensive experience and expertise in dealing with all manner of situations concerning IT contractors / temporary workers and their contractual arrangements.
These guidelines are offered as a generic manual to assist in the most common scenarios; however, should you wish to discuss any specific situation in respect of a Rullion Computer Personnel supplied contractor / temporary worker, please refer your query in the first instance to the Rullion Computer Personnel Account Manager / Office that supplied the contractor / temporary worker.
To access the Rullion Computer Personnel law and policy guide, simply click here.
Rullion Computer Personnel commits to our clients that contractors / temporary workers supplied by Rullion operate within a compliant environment under either the personal service company or the umbrella company structure. The definition of each of the options is as follows:
- Personal Service Company – limited company where the consultant is the Director and sole shareholder of the company and has control over the finances of the company.
- Umbrella Company – limited company employing a number of consultants who are not Directors of the company, have no interest in the shares of the company and receive all their remuneration through PAYE and certain agreed expenses.
Should you require any further information or clarification, please do not hesitate to contact Rob Gillman on 0161 601 3342 or email rob.gillman@rullion.co.uk.
Eligibility to work in the UK
Since May 2004, Employers and Employment Businesses / Agencies have the responsibility to ensure that all permanent and contractors / temporary workers are eligible to work in the UK. Upon the announcement, we immediately changed our internal processes in 2004 to ensure that these checks were being undertaken by our organisation.
We have just completed a major audit of this area of registration (for new contractors seeking new assignments) and have found that the numbers who may not be eligible are increasing dramatically. In some cases, we have identified contractors who have worked on various blue-chip customer sites over a number of years through a range of Employment Businesses and we are concerned about their ineligibility to work in the UK. This puts you, the customer, at considerable risk and liable to pay a civil penalty of up to £10k per illegal worker (Home Office), as well as the negative PR that ensues from such situations.
The law was further tightened on 29th February 2008, when sections 15-25 of the Immigration, Asylum and Nationality Act 2006 came into force, setting out legislation on the prevention of illegal migrant working.
Should you have any concerns that you wish to discuss further, please feel free to contact Rob Gillman, on 0161 601 3342 or email him at: rob.gillman@rullion.co.uk.
