PAYE Workers

PAYE stands for Pay As You Earn. This means that Crone Corkill will automatically make statutory deductions, such as National Insurance (NI) and tax on your behalf. These deductions are outlined below and will be marked clearly on your payslip. As a PAYE worker you are also entitled to key rights and benefits under UK Employment Law and these are also outlined below.

Temporary worker/candidate agreement

This Agreement may act as your registration document as well as your contract, should you contract with us on a PAYE basis. All sections must be completed and the full Agreement signed. Other supporting documents may need to be completed depending on the nature of the work you are seeking.

Required documents

  • Original passport
  • If you do not have a UK or EU passport, you will need the relevant residence permit/visa as proof of your right to work in the UK
  • Referee details covering a minimum of three years
  • Starter Declaration Form
  • Bank Details Form

An Assignment Schedule to accompany the Candidate Agreement will be issued prior to the start of an assignment.

Agency Workers Regulations

The Agency Workers Regulations (AWR) 2010 are there to ensure that Agency Workers receive the same consideration as someone carrying out the same role on a permanent basis. Under these regulations, we will confirm your Day One rights with the client prior to your start date, such as access to the client’s communal facilities and the right to access client vacancies.

If you work over twelve weeks in the same or a similar role within the same organisation, then you also have the right to equal pay, holiday entitlement etc. Any changes to your contract at this stage will also be confirmed by your consultant ahead of these rights becoming effective. Click here to download the PAYE Holiday Request Form.

If you feel you are not receiving your full rights at any point of the assignment, or have any questions regarding how AWR affects you, contact your consultant or email awr@rgfstaffing.co.uk

Statutory sick, maternity, paternity or adoption pay

PAYE workers are eligible for Statutory Sick Pay, Statutory Maternity Pay, Statutory Paternity Pay and Statutory Adoption Pay, subject to them having made the correct NI contributions. These schemes are government run and are in line with UK legislation.

To discuss your eligibility and right to claim under these schemes, please contact our payroll team on 0800 917 7358.

Statutory deductions

All PAYE workers automatically have tax and NI deducted from their pay, as instructed by HMRC. The amount deducted depends on personal circumstances. Your NI number is used by HMRC for identification purposes only and does not dictate the rate of NI deductions that are made from your income. If you do not have an NI number, you must contact your local Department of Work and Pensions (DWP) office to apply for one as soon as you start work.

If you do not have an NI number when you begin work, your date of birth is sufficient until the number arrives. You will still receive payment for all your hours worked.

48-hour working week

The Working Time Regulations 1998 state that a worker cannot be made to work more than 48 hours a week (averaged over 17 weeks). This means that it is legal to work more than 48 hours in some weeks, as long as this is balanced by weeks in which fewer hours are worked, making an average of not more than 48 hours over a period of 17 weeks.

If you do not want this regulation to apply to you, we ask that you complete and sign our ‘opt out’ form. You can always notify us in writing at a future date if you no longer wish to be exempt. Please note that this ability to opt-out of the 48 hour working week does not apply to Limited Company Contractors or certain workers within the transport industry, medical profession or civil protection services. If in doubt, please speak to your consultant to confirm your position under the Working Time Regulations.

Starter Declaration Form

To ensure that you pay the right amount of tax, Crone Corkill will need a completed New Starter Declaration Form. Your Starter Declaration Form will need to be signed and submitted to our Payroll Department within the first week of your assignment through Crone Corkill. You can submit in hard copy or by email to: timesheets@rgfstaffing.co.uk

Failure to complete the Starter Declaration Form may result in not being paid.

You can download a Starter Declaration form from www.gov.uk/paye-forms-p45-p60-p11d or contact our payroll team on 0800 917 7358.

P45

If you have left employment, you should have been given a P45. This document prompts our payroll team to inform HMRC that you are now working through Crone Corkill. It is extremely important that you submit your P45 as soon as you receive it. Until this is submitted, you may find that you need to temporarily pay more tax until our payroll department has a tax code for you. Tax adjustments can be made throughout the year and any excess tax paid will be returned to you.

P60

This is sent to you at the end of each tax year. It will show how much you have earned throughout the year, alongside how much tax and NI you have paid. You will receive only one of these per year, issued by the organisation you are working through at tax year end.

Pensions

As per the Government workplace pension rules, you will be automatically assessed and considered for the pension scheme three months from the start of your assignment. The pension provider used by Crone Corkill is NOW Pensions. You can contact members' support on 0330 100 3334. For additional information, please visit the Government pages: www.gov.uk/workplace-pensions.

Holiday entitlement

We operate an accrued holiday pay system. From the start of your assignment you will accrue 28 days’ holiday, applied pro-rata. You will receive holiday pay when actual leave is taken, provided you have accrued enough time. This will be paid a week in arrears as with other payments.

20 days + 8 Bank Holidays (28 days) is the statutory entitlement and may be increased if you qualify for week twelve AWR rights in an organisation with a more generous holiday package.

Holidays taken are recorded through our payroll system. Your payslip will show the balance of holiday you have accrued. Other terms and conditions around holiday pay are set out in your candidate agreement.

You can take holiday when you are between assignments. Being off work on a bank holiday does count as a holiday day and this is accounted for in your statutory allowance.

Booking holiday

You accrue holiday in hours/units. Your holiday entitlement accumulates across assignments and remains with you during periods between work.

When you wish to book time off, you need to complete a Holiday Request Form and send it to timesheets@rgfstaffing.co.uk. For further information, please speak to your consultant.

If booking time off during an assignment, you must give twice as much notice as the time off you wish to take e.g. if you wish to take one week off, you should give two weeks' notice.

You can only take holiday pay for holidays. Absences for other reasons are covered by other elements of UK law or are at the client’s discretion. In addition, holiday pay must be taken on a day you would usually work.

Our holiday year runs from the first week of each tax year. If you leave mid-year with holiday entitlement owing, this will be paid out to you and your P45 will follow shortly afterwards.

If you have any queries regarding your holiday pay or holiday entitlement, then please contact our payroll team on 0800 917 7358.

Have you completed?

  • Candidate Agreement
  • Starter Declaration Form
  • Bank Details Form
  • References Form
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