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2020年9月 9日 (水)

permanent, Non permanent & Contract Work

Broadly speaking, there are three categories: everlasting, non permanent and contract work. Non permanent and contract assignments often use interchangeable language and your Change consultant will be able to guide you through the differences, making you completely aware of the working status of each. The significant differentiator in a contract is your own employment status with a client/employer. Where you work for an organisation as a long term member of staff (or are contracted for a fixed period of time on their payroll) or work through Change where we pay you directly, then you will be subject to National Insurance and income tax.

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Long term. Clients require a member of staff who will work with them on a everlasting employment contract. This also includes fixed term contracts (where you will be contracted through the client/employer's payroll). For long-lasting positions, you will be eligible for full employee benefits offered by the client/employer. This can vary for fixed-term contracts (which will be determined by the employer).

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Short-term. Clients require a member of staff to work with them on a flexible basis. Typically, these assignments will be for a fixed term and cover increases in workload, illness cover or maternity/paternity cover. You will have a contract of services (through Change) for an agreed hourly or daily rate, which will cover the time you work and you will be entitled to holidays of up to 28 days per annum, based on the amount of time that you work.

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Agency Worker Regulations that came into effect in 2011 also give temporary workers eligibility to qualify for equal treatment after 12 weeks in the same job with the same end client, which, in broad terms, gives entitlement to the same basic terms and conditions of comparable work in the same workplace. Full details on Agency Worker Regulations can be found at Agency Workers Your Rights. Additionally, pension auto-enrolment legislation entitles you pension contributions defined under the legislation for the qualifying period of your momentary assignment.

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