This is of particular relevance (and maybe more so) to the UK market right now especially with changes being made to the legal status of temporary workers and the plan to give them the same rights as permanent employees after 12 weeks of employment - called the Agency Workers Rights or AWR legislation. This is under consultation right now but is due to be enshrined in law as of Oct 1st 2011.


My reason for posing the above question is that compliance has always been one of those things that recruiters feel they should be applying, clients believe it to be an important qualification for those agencies that they use but, no-one really wants to focus a lot of attention to it.


AWR really gives agencies an opportunity here to establish a clear demarcation from their competitors - a distinct competitive edge finally. Clients will increasingly need to audit agencies conformance as part of their preferred supplier status qualification. Maybe, agencies should be encouraging their clients to do this as and when they feel comfortable that they have this buttoned down ahead of their competitors.


So finally, compliance transforms from being one of those insurance have to haves into a primary sales that is sexy :-)


Of course, having a front office system that encompasses compliance at it's heart goes a long way.

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