Umbrella Contract

Umbrella Contract

<div class="container"><header><div class="meta"><div>Company: <strong>N & Z Building Ltd T/A Anchor Workforce Solutions Ltd</strong></div><div>Company Number: 09769372</div><div>Registered Office: Mit Barn, Writtle Road, Margaretting, Ingatestone, Essex CM4 0EL</div><div>Date: 11 August 2025</div></div><h1>Umbrella Employment Contract</h1><p class="law-note">This agreement is governed by the laws of England and Wales.</p></header><section class="parties"><strong>THIS AGREEMENT IS MADE BETWEEN:</strong><strong>(1)</strong> N & Z Building Ltd T/A Anchor Workforce Solutions Ltd (the “Company”); and<strong>(2)</strong> <strong>EMPLOYEE</strong> (the “Employee”), the individual named within this Contract of Employment (“Contract”), who will perform services on behalf of the Company.</section><h2>1. Definitions</h2><dl class="defs"><dt>“Agency”</dt><dd>Means an employment business that the Company has entered into a contract with to provide services to.</dd><dt>“Assignment”</dt><dd>Means the project on which the Employee will be providing services to the Client on behalf of the Company, as detailed on the Assignment Schedule.</dd><dt>“Assignment Schedule”</dt><dd>Means the schedule provided to the Employee at the start of each new Assignment as indicated by the Agency, containing details including (but not limited to) hours of work, place of work, duration of Assignment, agreed rate of pay, Client details and any other terms specific to that Assignment.</dd><dt>“Client”</dt><dd>Means a third party to which the Agency has contracted, to whom the Employee will be providing services as per the Assignment Schedule.</dd></dl><h2>2. Commencement of Employment</h2><ol><li>The Employee’s employment with the Company will commence when the first Assignment starts provided that the Employee has completed and signed all relevant documentation and returned it to the Company to complete the joining process (“Commencement Date”). There is no probation period within this Employment.</li><li>No previous employment counts as part of the Employee’s period of continuous employment with the Company. This applies to engagement with N & Z Building Ltd T/A Anchor Workforce Solutions Ltd only and not an engagement, or an assignment, with the same Client.</li></ol><h2>3. Reporting</h2><p>The Employee will report to a payments clerk, or such other person as may be authorised by the Company and notified to the Employee.</p><h2>4. Place of Work</h2><ol><li>The Company’s registered address is <strong>Mit Barn, Writtle Road, Margaretting, Ingatestone, Essex CM4 0EL</strong>. However, the nature of the Employee’s work is such that he/she may be required to work at any place that the Company requires for a Client within the United Kingdom or abroad. Any required travel outside the United Kingdom will be temporary and not exceed one month.</li><li>The place of work for each Assignment will be detailed in the Assignment Schedule.</li></ol><h2>5. Job Title / Duties</h2><ol><li>The Employee’s job title in relation to each Assignment will be set out in the Assignment Schedule, or otherwise notified in writing by the Client or the Agency. The Company may reasonably require the Employee to perform other or additional duties appropriate to the Employee’s level of experience and skills.</li><li>The Employee must notify the Company of any changes to job title, qualifications or skill level that may affect the allocated Assignment. Breaches may result in disciplinary action or summary dismissal.</li></ol><h2>6. Hours of Work</h2><ol><li>The Company agrees to offer opportunities to work when a suitable Assignment becomes available. Work is not guaranteed at all times, and there may be periods between Assignments with no work.</li><li>The Company guarantees to offer a minimum of <strong>336 hours</strong> of work, accrued month-on-month, within each 12-month period commencing on the Commencement Date (pro-rated on termination if not on an anniversary of the Commencement Date).</li><li>On notification of an Assignment, details will be provided via an Assignment Schedule. Hours will vary per Client need. The Employee is obliged to accept the Assignment terms and complete the work when required.</li><li>Subject to statutory leave, the Employee must be available for work at all times. When not on an Assignment, the Employee is expected to spend a minimum of 3 hours per week seeking alternative assignments and provide regular updates to the office.</li><li>Reasonable additional hours may be required to complete an Assignment. Unless otherwise set out in the Assignment Schedule, overtime rates do not apply.</li></ol><h2>7. Pay</h2><ol><li>Wages are calculated at the applicable rate of National Minimum Wage for hours worked, based on legislation in force at the relevant time.</li><li>Wages are paid at regular weekly/monthly intervals (no less than monthly in arrears), subject to PAYE and NIC deductions.</li><li>The Employee may be eligible for a discretionary bonus dependent on profit (if any) generated by the Company for Assignments. Bonus arrangements are not contractual and may be amended/withdrawn. A calculation of income generated (less overheads) will be provided with the payslip or on request.</li><li>The Employee is responsible for submitting Client-signed timesheets to the Agency within agreed timescales. Late submission may delay payment. Fraudulent timesheets will be dealt with under the disciplinary policy.</li><li>If the Company fails to offer the minimum 336 hours (pro-rated) during a 12-month period from the employment start date, it will pay National Minimum Wage less primary Class 1 NIC and PAYE for each complete hour not offered, calculated pro-rata.</li></ol><h2>8. Deductions from Pay</h2><ol><li>The Company may deduct from wages any amounts owed by the Employee, including on termination.</li><li>The Company may appoint a third party to recover amounts owed; the Employee shall indemnify the Company for all costs, fees (including a 15% third party charge) and expenses incurred.</li></ol><h2>9. Expenses</h2><ol><li>Reimbursement of reasonable expenses will be made per Company policy where such expenses qualify for PAYE/NIC deduction or exemption per HMRC guidance (e.g., Booklets 480/490 and HMRC Manuals). Unpaid Client expenses are a Company overhead.</li><li>The Employee may be eligible to claim tax relief on business expenses per the Company Expense Policy.</li><li>Receipts/invoices/tickets/vouchers must support claims.</li><li>Fraudulent expenses may lead to disciplinary action following investigation.</li></ol><h2>10. Holidays</h2><ol><li>Entitlement is <strong>5.6 weeks’</strong> paid holiday per holiday year, inclusive of bank/public holidays and WTR entitlement.</li><li>The holiday year runs 1 April to 31 March. Untaken holiday is lost unless prevented by statutory maternity/paternity/adoption leave.</li><li>Holiday pay generally accrues at a rate no less than <strong>12.07%</strong> of hourly pay for each hour worked, per WTR and case law.</li><li>Accrued holiday pay will be shown on each payslip. The Employee may elect to receive holiday pay in advance weekly (with no pay during leave) or be paid when leave is taken.</li><li>At least one week’s notice is required for proposed holiday dates (notify the Payments Clerk). The Company may require holidays on specific days, including during periods with no Assignment.</li><li>On termination, payment will be made for accrued but untaken paid holidays (pro-rata).</li></ol><h2>11. Sickness Absence and Sick Pay</h2><ol><li>If unable to work due to sickness/injury, the Employee must: (i) notify the payments clerk as soon as reasonably possible and within one hour of start time; (ii) complete a self-certification form for the first seven days; and (iii) provide Fit Notes for absences exceeding seven days and weekly thereafter.</li><li>Statutory Sick Pay will be paid in accordance with legislation (whether or not on Assignment), provided procedural and qualification requirements are met.</li><li>Excessive sickness absence (following investigation) may result in termination by written notice under the disciplinary policy.</li><li>Subject to the Access to Medical Reports Act 1988, the Company may require medical examination. The Employee consents to the Company processing health data as reasonably necessary (per applicable data protection law).</li></ol><h2>12. Termination</h2><ol><li>Company notice to terminate: one week if continuously employed up to two years, then one additional week per completed year from two years, up to a maximum of twelve weeks.</li><li>Employee notice to terminate: one week in writing.</li><li>Employment does not automatically end when an Assignment terminates; it continues until notice is given by either party.</li><li>On termination, additional remuneration under clause 7.5 (if applicable) will be paid with final pay; hours offered during notice count toward any 7.5 calculation.</li><li>Upon Company termination with notice, entitlement under 7.5 only arises if offered hours are less than the pro-rated 336 hours in the current period.</li><li>Unreasonable refusal of an Assignment may lead to termination at the Company’s sole discretion.</li><li>Lack of availability for six weeks without written agreement (except notified statutory leave) may result in one week’s notice and termination absent suitable explanation.</li><li>Summary dismissal without notice may occur for gross/serious misconduct.</li><li>Summary dismissal or suspension may occur if required licences/permits cease.</li></ol><h2>13. Status of the Employee</h2><ol><li>The Employee remains an employee of the Company and subject to Company rules, though Client regulations may apply on Client premises.</li><li>By signing, the parties agree to opt out of the Conduct of Employment Agencies and Employment Business Regulations 2003 for future Assignments. The Employee may withdraw by giving not less than one week’s written notice; withdrawal takes effect only on starting a new Assignment.</li></ol><h2>14. Obligations of the Employee</h2><ol><li>At all times (and on Assignment) the Employee shall:<br /><ol type="a"><li>Not engage in conduct detrimental to the Company;</li><li>Co-operate with reasonable instructions of the Company and Client;</li><li>Be present at the Client’s location during agreed times/hours;</li><li>Present authorised timesheets accurately reflecting hours worked;</li><li>Maintain required certificates/permits and notify immediately of revocation/expiry;</li><li>Take reasonable steps to safeguard own and others’ safety at work;</li><li>Hold adequate business motor insurance for any business travel.</li></ol></li><li>The Employee may work on multiple Assignments for various Agencies and Clients on behalf of the Company.</li><li>No infringement or misuse of Company/third-party IP.</li><li>No disclosure or misuse of confidential information during or after employment, save for information in the public domain (not through Employee’s default) or as required by law.</li><li>The Company will use best endeavours to find alternative assignments; the Employee must also seek assignments. The Company is an umbrella company, not an employment agency/business with direct end-hirer relationships.</li></ol><h2>15. Collective Agreements</h2><p>No collective agreements exist relating to any term or condition of employment.</p><h2>16. Working Time Regulations</h2><ol><li>The Employee is limited to an average of 48 hours/week over a 17-week reference period under the WTR.</li><li>The Employee may opt out by written notice, specifying the start date for opting out.</li><li>The Employee must co-operate with Company WTR policies and procedures.</li><li>The Company is the primary employer; the Employee must notify any other work undertaken and provide weekly hours worked.</li></ol><h2>17. Data Protection and Maintenance of Records</h2><ol><li>The Company will maintain personnel records and, where appropriate, release limited details to third parties receiving services via the Employee (e.g., identification, right to work, tax status). The Employee authorises such releases as necessary.</li><li>Personal data will be processed in accordance with applicable data protection legislation; by signing, the Employee consents to processing for personnel management/administration.</li><li>Requests for information about earnings/employment may be provided per the Social Security Administration Act 1992 without breaching UK GDPR.</li><li>A separate privacy notice will be issued, providing further details per UK GDPR (retained EU law version of GDPR) and the Data Protection Act 2018.</li></ol><h2>18. Claims and Legal Proceedings</h2><p>The Employee shall promptly assist the Company in prosecuting or defending claims arising in respect of the Employee’s employment, as reasonably required.</p><h2>19. Grievance and Disciplinary Procedures</h2><ol><li>The Company’s disciplinary and grievance procedures (available from HR) apply. Grievances or appeals should be emailed to <a href="mailto:info@allsourcing.uk">admin@anchorwfs.com</a>.</li><li>These procedures do not form part of the Contract of Employment.</li></ol><h2>20. Pension</h2><ol><li>The Company provides a workplace pension scheme to comply with the Pensions Act 2011; automatic enrolment applies if criteria are met. Further details will be provided on starting employment and by the Pension Provider.</li><li>No contracting-out certificate is in force.</li></ol><h2>21. Agency Workers Regulations</h2><p>The Company agrees to comply with the Agency Workers Regulations 2010 and will liaise with the Agency to obtain required information.</p><h2>22. Changes to Terms</h2><ol><li>The Company may make reasonable changes to terms and conditions and will notify in writing within one month after changes take effect.</li><li>Changes will be deemed accepted unless the Employee objects in writing before expiry of the notice period.</li></ol><h2>23. Eligibility to Work</h2><p>The Employee consents to right-to-work checks per Home Office guidelines. Payment will not be processed until checks confirm the right to work.</p><h2>24. Health and Safety</h2><p>The Employee will read and understand the Company’s Health & Safety policies and any task-specific codes of practice.</p><h2>25. Training</h2><p>The Company does not provide training except where specified by the Company or Client in the Assignment Schedule. Training incurring cost (outside statutory training) may be subject to a separate Training Re-imbursement Agreement. Site H&S/Induction training by the Client is expected.</p><h2>26. Statutory Leave</h2><p>Subject to eligibility, the Employee is entitled to paid statutory leave (Maternity, Paternity, Adoption, Shared Parental Leave, Parental Bereavement Leave) at Government-set rates. Details are in the Employee Handbook. No other paid leave unless specified in the Assignment Schedule.</p><h2>27. Benefits</h2><p>The Company provides access to a cash-back incentive scheme via a third-party provider. Access details will be provided at the start of employment. The provider may change or the benefit be withdrawn. No other benefits unless specified in the Assignment Schedule.</p><h2>28. Entire Contract</h2><p>This Contract supersedes all previous agreements and arrangements relating to the Employee’s employment.</p><h2>Governing Law and Jurisdiction</h2><p>This Agreement (and non-contractual disputes/claims) is governed by and construed in accordance with the law of England and Wales. Each party irrevocably submits to the exclusive jurisdiction of the courts of England and Wales.</p></div>

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