Agency Workers Regulations (AWR) Policy
Issued by: The Zen Master Group
Effective Date: 6 April 2026
Review Date: 31 January 2027
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1. Purpose and Scope
This policy explains how The Zen Master Group complies with the Agency Workers Regulations 2010 (AWR) and associated UK employment legislation.
It applies to all agency workers supplied by The Zen Master Group to Hirers (schools and other clients) and sets out workers’ rights from Day 1 of an assignment and after completion of the 12-week qualifying period.
All workers engaged by The Zen Master Group are paid directly under PAYE.
We do not use umbrella companies.
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2. Day 1 Rights (From the First Day of an Assignment)
From the first day of an assignment, agency workers are entitled to the same access as comparable direct employees to:
2.1 Collective Facilities
Where available at the Hirer’s premises, this includes:
Canteens and food or drink facilities
Toilets and washing or shower facilities
Common rooms and staff areas
Prayer or quiet rooms
Car parking (subject to local availability or waiting lists)
2.2 Information on Vacancies
Agency workers are entitled to be informed of any internal permanent vacancies at the Hirer’s establishment.
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3. The 12-Week Qualifying Period
After completing 12 calendar weeks in the same role with the same Hirer, an agency worker becomes entitled to equal treatment in respect of certain basic working and employment conditions.
3.1 Equal Treatment After 12 Weeks
Equal treatment means the same basic terms as if the worker had been recruited directly by the Hirer into the same role, including:
Pay
Basic pay
Overtime rates
Shift allowances
Performance-related pay directly attributable to the role
(where a comparable direct employee would be entitled)
Working Time
Length of working hours
Night work
Rest periods and rest breaks
Annual Leave
Statutory annual leave (5.6 weeks)
Any additional contractual leave provided to a comparable direct employee in the same role
Paid Time Off
Paid time off for antenatal appointments (where applicable)
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4. The AWR 12-Week “Clock”
4.1 Clock Pauses
The 12-week qualifying period pauses (but does not reset) during:
School holidays or planned shutdowns
Breaks in assignment of 6 weeks or less
Sickness absence of up to 28 weeks
4.2 Clock Continues
The clock continues to run during:
Pregnancy-related absence
Maternity, paternity, adoption, or shared parental leave
4.3 Clock Resets
The clock resets to zero if:
The worker starts a substantively different role with the Hirer; or
There is a break of more than 6 weeks that is not covered by the pause rules above
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5. Holiday Pay (Rolled-Up and Paid Upfront)
5.1 Holiday Pay Method
The Zen Master Group operates a rolled-up holiday pay system for eligible workers engaged on irregular-hours or part-year contracts.
Holiday pay is paid upfront with each payslip
It is not accrued for payment at the time leave is taken
Holiday pay is shown clearly and separately on all payslips
This method is expressly set out in workers’ contracts
5.2 Calculation
Statutory holiday pay is calculated at 12.07% of gross pay per pay period, representing 5.6 weeks’ statutory leave
Workers are still entitled to take unpaid leave corresponding to their statutory entitlement
5.3 AWR Equal Treatment Adjustment
Where, after completion of the 12-week qualifying period, a comparable direct employee is entitled to more than the statutory minimum annual leave, holiday pay will be adjusted to ensure the agency worker receives equal pay in respect of holiday entitlement, in line with AWR requirements.
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6. Statutory Sick Pay (SSP)
6.1 SSP Entitlement
Statutory Sick Pay is a separate statutory entitlement and is not part of AWR equal pay.
In line with reforms effective from April 2026:
SSP is payable from Day 1 of sickness absence
There is no lower earnings limit
SSP is payable for a maximum of 28 weeks
6.2 Rate of SSP
The standard weekly SSP rate is £123.25 per week (or such rate as set by law)
For lower-paid workers, SSP is the lower of:
The statutory flat rate; or
80% of average weekly earnings
SSP rates are subject to annual government review.
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7. Rights Not Covered by AWR
For clarity, equal treatment under AWR does not include entitlement to:
Occupational or enhanced sick pay
Occupational pension schemes
Redundancy pay
Company bonus schemes not directly linked to the role
Long-service or loyalty benefits
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8. PAYE Status and Compliance
All workers supplied by The Zen Master Group are:
Paid directly by The Zen Master Group
Engaged under PAYE
Issued contracts and payslips showing all pay elements transparently
The Zen Master Group does not engage umbrella companies.
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9. Queries and Resolution
If you believe your Day 1 rights are not being met, please raise this with the Hirer in the first instance.
For queries relating to:
12-week AWR entitlements
Pay, holiday pay, or SSP calculations
Please contact:
Alok Shinde
Director – The Zen Master Group
info@zenmasters.group
+44 789 4915 911
Signed: Alok Shinde
Date: 31/01/2026