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Agency Workers Regulations (AWR)

Agency Workers Regulations (AWR) – Always Flourishing information for Schools and Candidates (Teachers, Teaching Assistants, Head Teachers, School Business Managers, Cover Managers and Bursars)

Candidate Information: Agency Workers Regulations (AWR)

Agency Workers Regulations (AWR) for temporary agency workers to include Supply Teachers and Education Support Staff came into force on 1st October 2011.

New Rights for Supply Teachers and Education Support Staff in Schools


Day One Rights

In effect, this means that from day one of a booking, Always Flourishing Agency Workers-Supply Teachers and Support Staff will be entitled to access collective facilities and amenities within the school that are available to their own employees, such as their canteen, food and drink machines, staff room, staff toilets and car park. Temporary workers will also be entitled to details of any relevant existing vacancies that the school may have.

Equal ‘Basic’ Working and Employment Conditions

These take effect after the qualifying period of 12 continues weeks. Therefore once a Supply Teacher/Support Staff has worked with the same hirer working within the same position for 12 continuous weeks, the new regulations are designed to provide Agency Workers with the same basic working and employment conditions as school’s own employees.

In effect, this means equal pay in accordance with the ‘School Teachers’ Pay and Conditions Document 2014 and ‘Guidance on School Teachers Pay and Conditions.’

Prior to these pay and conditions, Supply Teachers would have been paid to scale in relation to their position on the Qualified/Unqualified Teachers pay scale which was based on an annual incremental pay progression policy.

However, with the reforms to teacher’s pay which came into effect on 1stSeptember 2013, with the first performance-linked pay increases made from September 2014, ‘The School Teachers Pay and Conditions Document and Guidance on School Teachers Pay and Conditions’, annual incremental pay has been replaced with the introduction of pay progression linked to performance.

This has removed the portability of Teacher’s pay on the relevant pay range and any obligation on schools when recruiting to match a teacher’s existing salary on either the main or upper pay scale, giving schools more freedom to determine starting salaries of teachers who are new to the school. Therefore under these pay and conditions, equal treatment after the 12 week qualifying period for a Supply Teacher who is an Agency Worker, will depend on the pay structure of the school/local authority in which they are working.

Other basic employment conditions include the duration of working time, breaks and annual leave. This will not include occupational sick, maternity, paternity or adoption pay, redundancy pay, notice pay for the loss of employment, a pension, expenses and time off for Trade Union duties.

*12 continuous weeks- the 12 weeks must be continuous however there are no minimum days to be worked during a week so any work carried out with the 'same hirer' carrying out the 'same position' will count towards the 12 week qualifying period.

During school holidays, including the six week summer holidays, if a Supply Teacher/Support Worker is working with the 'same hirer' within the 'same position' before and after such a closure, the qualifying period would pause at the end of term and resume at the beginning of the next term-Therefore their qualifying period clock would simply pause. However, if the break is more than six weeks working with the 'same hirer' carrying out the 'same position', the qualifying clock will stop and be reset.

Furthermore, if a new position i.e. Cover Supervisor to Teacher, is started with the same hirer the position is substantively different and a new qualifying period would commence.

The relevant rate of pay is determined by the nature of the job, not the qualifications of the temporary worker. For example, if a school asks an agency to provide a Cover Supervisor or a Teaching Assistant and the person engaged to do the work is a qualified Teacher, they would be expected to carry out the role of a Cover Supervisor or a Teaching assistant and be paid as Cover Supervisor or Teaching Assistant. After the qualifying period, they would be paid according to the job that they are engaged to do and not their qualifications.

Supply Teachers are paid as qualified Teachers if they are carrying out ‘specified work' this means planning, preparing and delivering lessons to pupils and assessing and reporting on the development, progress and attainment of pupils. The pay scales for teachers in schools maintained by a local authority are set out in the Department for Education School Teachers’ Pay and Conditions Document 2014.

For further information regarding the AWR, please contact your Always Flourishing consultant on  01189 8424132.