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Next Of Kin

Contract for Services


1.1.In these Terms of Engagement the following definitions apply: –“Assignment" means the period during which the Temporary Worker is supplied to render services to the Client;
“Client”means the person, firm or corporate body requiring the services of the Temporary Worker together with any subsidiary or associated company as defined by the Companies Act 1985; “Employment Business”means GTS Labour Hire & Construction Ltd of 42 Upper Berkeley St, London, W1H 5PW; “Temporary Worker” means "NAMEPLACEHOLDER" agreeing to this terms. “Relevant Period”means the longer period of either 14 weeks from the first day on which the Temporary Worker worked for the Client, or 8 weeks from the day after the Temporary Worker was last supplied by the Employment Business to the Client.
1.2.Unless the context otherwise requires, references to the singular include the plural.
1.3.The headings contained in these Terms are for convenience only and do not affect their interpretation.


2.1.These Terms constitute a contract for services between the Employment Business and the Temporary Worker and they govern all Assignments undertaken by the Temporary Worker. However, no contract shall exist between the Employment Business and the Temporary Worker between Assignments.
2.2.For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the Employment Business and the Temporary Worker. The Temporary Worker is engaged as a self- employed worker, although the Employment Business is required to make statutory deductions from the Temporary Worker’s remuneration in accordance with clause 4.1.
2.3 No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Temporary Worker and set out in writing and a copy of the varied terms is given to the Temporary Worker stating the date on or after which such varied terms shall apply.


3.1 The Employment Business will endeavour to obtain suitable Assignments for the Temporary Worker. The Temporary Worker shall not be obliged to accept an Assignment offered by the Employment Business.
3.2 The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees: that the suitability of the work to be offered shall be determined solely by the Employment Business; that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category; and that no contract shall exist between the Temporary Worker and the Employment Business during periods when the Temporary Worker is not working on an Assignment.
3.3 At the same time as an Assignment is offered to the Temporary Worker the Employment Business shall inform the Temporary Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety known to the Client in relation to the Assignment and the steps the Client has taken to prevent or control such risks. In addition the Employment Business shall inform the Temporary Worker what experience, training, qualifications and any authorisation required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment.
3.4 Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or Bank holiday) following save where:
3.4.1 The Temporary Worker is being offered an Assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Temporary Worker; or
3.4.2 Where, subject to clause 3.5, the Assignment is intended to last for 5 consecutive working days or less and such information has previously been given to the Temporary Worker before and remains unchanged.
3.5 Where an assignment is for five consecutive working days or less and the provisions of clause 3.4.2 are met, the Employment Business need only provide the Temporary Worker with written confirmation of the identity of the Hirer and the likely duration of the work. If the Assignment extends beyond the intended five consecutive working day period the Employment Business shall provide such information set out in clause 3.3 to the Temporary Worker in paper or electronic form within eight days of the start of the Assignment.
3.6 For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment.
3.7 If, before the first Assignment, during the course of an Assignment or within the Relevant Period the Client wishes to employ the Temporary Worker direct or through another employment business, the Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the Client at the end of which the Temporary Worker may be engaged directly by the Client or through another employment business without further charge to the Client. In addition the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to a third party who subsequently engages the Temporary Worker within the Relevant Period.


4.1 The Employment Business shall pay to the Temporary Worker remuneration calculated at a minimum hourly rate. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make.
4.2 Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Employment Business or Clients for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.


5.1 For the purposes of calculating entitlement to paid annual leave pursuant to the Working Time Regulations 1998 under this clause, the leave year commences on the date that the Temporary Worker starts an Assignment or a series of Assignments.
5.2 The annual leave granted under these terms will always be the statutory minimum as it is from time to time. Under the Working Time Regulations 1998 (as amended), the Temporary Worker is entitled to annual leave as follows:
For work carried out between 1 October 2007 to 31 March 2009:4.8 weeks.
For work carried out from 1 April 2009 onwards:5.6 weeks.
If the statutory minimum leave is subsequently decreased or increased then entitlement to leave under this clause will be decreased or increased so as to be set at the statutory minimum as it applies to any period in which work is carried out.
5.3 All entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year.
5.4 Where a Temporary Worker wishes to take paid leave during the course of an assignment s/he should notify the Employment Business of the dates of his/her intended absence giving notice of at least twice the length of the period of leave that s/he wishes to take. In certain circumstances the Employment Business may give counter-notice to the Temporary Worker to postpone or reduce the amount of leave that
the Temporary Worker wishes to take and in such circumstances the Employment Business will inform the Temporary Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.
5.5 Entitlement to payment for leave accrues in proportion to the amount of time worked continuously by the Temporary Worker on Assignment during the leave year. The amount of payment which the Temporary Worker will receive in respect of periods of annual leave taken during the course of an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Temporary Worker has worked on Assignment. [*Payments for annual leave will be calculated on the basis of rates paid during the Client’s normal working hours i.e. those which do not attract overtime rates of pay.]
5.6 In the course of any Assignment during the first leave year the Temporary Worker is entitled to request leave at the rate of one-twelfth of the Temporary Worker’s total holiday entitlement in each month of the leave year.
5.7 Where a Bank Holiday or other Public Holiday falls during an Assignment and the Temporary Worker does not work on that day, then subject to the worker having accrued entitlement to payment for leave in accordance with clause 5.5 the Temporary Worker may, upon giving one week’s notice, take a Bank Holiday or other Public Holiday as part of his/her paid annual leave entitlement.
5.8 Where this contract is terminated by either party and a P45 is requested, the Temporary Worker shall be entitled to a payment in lieu of any untaken leave where the amount of leave taken is less than the amount accrued in accordance with clause 5.5.
5.9 None of the provisions of this clause regarding the statutory entitlement to paid leave shall Affect the Temporary Worker’s status as a self-employed worker.


6.1 The Temporary Worker may be eligible for Statutory Sick Pay provided that s/he meets the relevant statutory criteria.
6.2 For the purposes of the Statutory Sick Pay scheme there is one qualifying day per week during the course of an assignment and that qualifying day shall be the Wednesday in every week.


7.1 At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less or is completed before the end of a week) the Temporary Worker shall deliver to the Employment Business a time sheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Client.
7.2 Subject to clause 7.3 The Employment Business shall pay the Temporary Worker for all hours worked regardless of whether the Employment Business has received payment from the Client for those hours.
7.3 Where the Temporary Worker fails to submit a properly authenticated time sheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Temporary Worker and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Temporary Worker. The Employment Business shall make no payment to the Temporary Worker for hours not worked.
7.4 For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker’s working time shall only consist of those periods during which s/he is carrying out activities or duties for the Client as part of the Assignment. Time spent travelling to the Client’s premises; lunch breaks and other rest breaks shall not count as part of the Temporary Worker’s working time for these purposes.


8.1 The Temporary Worker is not obliged to accept any Assignment offered by the Employment Business but if s/he does so, during every Assignment and afterwards where appropriate, s/he will: – expected to ascertain;
c)Take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Client;
d)Not engage in any conduct detrimental to the interests of the Client;
e)Not at any time divulge to any person, nor use for his or her own or any other person’s benefit, any confidential information relating to the Client’s or the Employment Business’ employees, business affairs, transactions or finances.
8.2 If the Temporary Worker is unable for any reason to attend work during the course of an Assignment s/he should inform the Client and/or the Employment Business within one hour of the commencement of the Assignment or shift.
8.3 If, either before or during the course of an Assignment, the Temporary Worker becomes aware of any reason why he may not be suitable for an Assignment, he shall notify the Employment Business without delay.


9.1 The Employment Business or the Client may terminate the Temporary Worker’s Assignment at any time without prior notice or liability.
9.2 The Temporary Worker may terminate an Assignment at any time without prior notice or liability.
9.3 If the Temporary Worker does not inform the Client or the Employment Business [in accordance with clause 8.2] should they be unable to attend work during the course of an assignment this will be treated as termination of the assignment by the Temporary Worker in accordance with clause 9.2 unless the Temporary Worker can show that exceptional circumstances prevented him or her from complying with clause 8.2.
9.4 If the Temporary Worker is absent during the course of an assignment and the contract has not been otherwise terminated under clauses 9.1, 9.2 or 9.3 above the employment business will be entitled to terminate the contract in accordance with clause 9.1 if the work to which the absent worker was assigned is no longer available for the Temporary Worker.
9.5 If the Temporary Worker does not report to the Employment Business to notify his/her availability for work for a period of three weeks, the Employment Business will forward his/her P45 to his/her last known address


10.1.The Working Time Regulations 1998 provide that the Temporary Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply.


11.1.The Temporary Worker hereby agrees that the Working Week limit shall not apply to the Assignment.


12.1.The Temporary Worker may end this Agreement by giving the Employment Business one weeks notice in writing.
12.2.For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Temporary Worker of an Assignment with a Client.
12.3.Upon the expiry of the notice period set out in clause 4.1 the Working Week limit shall apply with immediate effect.
13.1.These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Court of England & Wales.
Signed by the Temporary Worker
a)Co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Client’s organisation;
b)Observe any relevant rules and regulations of the Client’s establishment (including normal hours of work) to which attention has been drawn or which the Temporary Worker might reasonably be.

Health Declaration

DECLARATION: I undertake to inform GTS Labour Hire & Construction Ltd, immediately should any of my circumstances change with regard to any of the above. I declare that the answers I have given are true and complete to the best of my knowledge. I consent to the above information being made available to potential employers if required.

Privacy Notices


By signing this form you are confirming that you have read this Data Protection Notice and that you are consenting to GTS Labour Hire & Construction LTD holding and processing your personal data for the following purposes:
- Collect relevant information about your work experience and references
- Process your payments through 3rd party companies
- Verify the right to work and live in the UK
GTS Labour Hire and Construction will be occasionally contacting you regarding new vacancies coming up by either text message or phone calls.Where you do not grant consent, we will not be able to use your personal data, this might cause less opportunities for you to stay updated on the new job vacancies, except in certain limited situations, such as where required to do so by law or to protect members of the public from serious harm. If you do grant consent, please note you can withdraw your consent at any time by contacting or call on 02037526630. Please note that all processing of your personal data will cease once you have withdrawn consent but this will not affect any personal data that has already been processed prior to this point. GDPR Data Protection Summary

Data Controller

Gts Labour Hire & Construction Ltd Data Protection Officer Laura L’Hopital – Director Purpose of receiving your personal data For recruitment purposes only to help you secure your next job. We will process your data, send it to employers or to our accredited payroll companies upon your consent at the start of each new assignment.

Data Recipients

As above recipients will be namely the end employer or payroll company who you authorise us to send your personal data to on your behalf.

Data Storage

Data will be stored securely whilst we are actively working together in this case for the duration of your assignment and whilst we are representing you to find a new job. Your data will typically be stored on our email server.

Managing Your Data

If at any point you would like to amend, withdraw or see your personal data, or raise a complaint you have the right to do this without question, please just let us know here:–

Additional Information

• We will only request information from you insofar as it is relevant to your job application
• We will only use your data to apply for agreed jobs on your behalf once you have agreed for us to represent you to said company
• We will not send your data anywhere that you have not agreed for us to send it, and we will confirm that it has been sent once we have done this for you with your agreement
• Our job is to proactively network with you by either phone or online and introduce you to relevant employers with your consent. Our intention is not to hold onto your data or maintain any kind of recruiting database for any other reason or for a period after which our assignment has finished or upon notification from you to withdraw consent.
• Clients of Gts Labour Hire & Construction Ltd under GDPR are responsible for data received from Gts Labour Hire & Construction Ltd regarding any candidates and related personal data and information in the same spirit as the above.

Drug and Alcohol Policy


Drug and alcohol abuse contribute to billions of pounds of lost productivity and thousands of workplace injuries every year. Our policy is to employ a work free from alcohol abuse or the use of illegal drugs. GTS Labour Hire & Construction LTD takes drug and alcohol abuse as a serious matter and will not tolerate it. We absolutely prohibit the use of alcohol or non-prescribed drugs at the workplace or while on company premises. It also discourages non- workplace drug and alcohol abuse. The use, sale or possession of alcohol or drugs while on the job or on company property will result in disciplinary action, up to and to work on time and in appropriate mental and physical condition for work. It is our intent and obligation to provide a drug-free, healthful and safe work environment. GTS Labour Hire & Construction LTD reserves the right to demand a drug or alcohol test of any employee based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident, or a substantial drop off in work performance. Failure to take a requested test may lead to discipline, including possible termination. GTS also cautions against use of prescribed or over-the-counter medication which can affect your workplace performance. You may be suspended or discharged if the company concludes that you cannot perform your job properly or safely because of using over-the-counter or prescribed medication. Please inform your supervisor prior to working under the influence of a prescribed or over-the- counter medication which may affect your performance. Employees must report any conviction under a criminal drug statute for violations occurring on or off the GTS premises while conducting company business. A report of a conviction must be made within 48hrs after the conviction. GTS Labour Hire & Construction LTD will make every effort to assist its employees who wish to seek treatment or rehabilitation for drug or alcohol dependency. Conscientious efforts to seek such help will not jeopardize any employee’s job and will not be noted in any personnel record. You may also be required to agree to random testing and a “one-strike” rule. If you have a drug and alcohol problem please ask for help!

Employee agreement on drug and alcohol policy

I have read, understand and agree to comply with the foregoing policies, rules and conditions. I am aware that violations of this guideline may subject me to disciplinary action, including termination from employment, legal action and criminal liability. I further understand that I have responsibility to maintain a positive representation of the company and govern myself accordingly. Furthermore, I understand that this policy can be amended at any time.
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