Worker hub.
Your one stop shop for all the important information and resources you need while you're working with us.
Everything you need, in one place.
By now you’ll have chosen your contract type and payment method. The sections below explain how each one works, along with your pay, benefits, rights and what’s expected of you while you’re on assignment.
Can’t find what you’re looking for? Your Account Manager is your first point of contact, and the accounts team is always happy to help with anything pay related.
Talk to the team.
Payroll & accounts
Phone
020 3119 3315
Key Information Document Calculator
Contract types
There are three ways to be engaged with Red Snapper Recruitment. Open the one that applies to you to see how your contract, tax, holiday and entitlements work.
A contract directly with the worker that looks and feels much like a permanent employment contract and gives limited statutory rights.
Contract
You’ll have a contract of service with Red Snapper Recruitment Ltd. Your employment status will be ‘Agency Worker’.
Taxation
You’ll be subject to Pay As You Earn (PAYE), administered through our payment and timesheet platform, Evertime. Income tax and National Insurance are deducted each pay period and Red Snapper pays employer NI on your behalf. Only expenses you’re required to incur on business are tax deductible, and they’re only reimbursed if authorised by the client through the timesheet process.
Entitlements
Statutory holiday, statutory sick pay, statutory maternity pay and an employer funded pension.
Holiday
Your holiday credit shows on the Evertime portal as a cash balance. When you take leave, you simply claim the amount you need to pay yourself. Full instructions are issued with your Evertime log in details.
Pensions
The RSR Agency Worker Pension Scheme is operated by Now Pensions under the government’s auto-enrolment scheme. You can contribute as much of your salary as you like, subject to the minimum limits. To opt out, contact payroll@rsg.ltd.
Notice
A PAYE agency worker contract does not entitle you to a notice period, notice pay or redundancy pay. It can be ended by Red Snapper Recruitment Ltd or by you without notice.
Payments
You’ll receive a payslip and the standard PAYE documents when relevant, such as the P60 and P45.
A contract with a third party limited company that manages the agency worker’s contract, pay and taxation.
Contract
You’ll have a contract of service with the umbrella company, not with Red Snapper Recruitment Ltd; the umbrella in turn contracts with Red Snapper. We work with Workwell, who offer a compliant and flexible umbrella solution. Using an umbrella lets you keep one employer contract across any number of temporary assignments, which means one employment record and a single pension pot.
All umbrella companies used by workers must be FCSA accredited. If you already work with an FCSA-accredited umbrella and would like us to contract with them instead of Workwell, let us know. One drawback of not working through Workwell is that other umbrellas are unlikely to pay you without cleared funds from us, for example if there’s a query on your timesheet; Workwell will pay you even if we haven’t yet paid them.
Taxation
As a permanent employee of the umbrella, you’re subject to PAYE. Income tax and NI are deducted each pay period and the umbrella pays employer NI. Expenses are only reimbursed if authorised through the Evertime portal. The umbrella charges a fee for their service, so you may wish to ask for a net pay calculation to understand your position.
Entitlements
You’ll have full statutory entitlements as an employee, including paid holiday, statutory sick and maternity pay, notice and redundancy pay. Redundancy treatment varies between providers, so discuss this with the umbrella company.
Holiday
Your holiday allowance is handled by the umbrella company. RSR pays an hourly amount to cover your holiday entitlement to the umbrella, along with their hourly fee.
Payments
You’ll receive a payslip and the standard PAYE documents when relevant, such as the P60 and P45.
A contract of service between Red Snapper Recruitment and a limited (personal service) company owned by the worker, typically within the scope of IR35.
Contract
The contract of service is between Red Snapper Recruitment and your limited company, so you won’t personally hold a contract with RSR. We use the REC standard contract for limited companies that are inside the scope of IR35.
Almost all engagements managed by RSR are inside IR35, because they have many characteristics of an employment relationship, not least being subject to control by the client. Being inside IR35 does not prevent you working through a limited company, but you must confirm to us that you are operating the correct tax and National Insurance withholdings and reporting compliantly to HMRC.
Taxation
Fees paid to your limited (personal service) company are subject to corporation tax. You may register for VAT but it isn’t mandatory, subject to turnover. Where you’re inside IR35, the fee is treated as employment income within your company, so PAYE must be accounted for, including income tax, employee NI and employer NI.
Where the end client is a public sector authority, RSR makes the PAYE deductions before passing payment to you. Where it isn’t, the gross payment, inclusive of an amount equivalent to employer NI, is paid for your company to process and pay to HMRC. In both cases your net pay should be broadly the same.
Expenses
Personal service companies are treated as employment intermediaries when assessing travel and subsistence. Where you’re subject to supervision, direction or control, you can no longer deduct most commuting or private travel and subsistence that may previously have been available under temporary workplace rules.
Working with us day to day
All timesheet and expenses information is reported electronically. Your Account Manager will explain the specific process for you, as it depends on the client you’re working for. You can choose to be paid weekly or monthly.
Your line manager needs to approve your timesheet electronically by 5:30pm on the Monday for you, or your nominated company, to be paid the following Friday if paid weekly, or on the last Friday of the month if paid monthly.
Allow enough time to obtain authorisation, and check your timesheet has been authorised with time to spare so you can act if it hasn’t. If you’re having difficulty with your authorising manager or need to change authorisers, contact the accounts team as early as possible via payroll@rsg.ltd or 020 3119 3315.
Where there’s a bank holiday in the week, you’ll be issued with a revised timetable for submission and payment, so keep an eye out for it. The authorised timesheet, including any expense claim and receipts, is all we need to process your pay; we don’t require company invoices, as Evertime produces these for you.
Holidays
Holiday is agreed with your line manager. The Evertime system sets aside a percentage of your pay whenever you work, shown as a cash equivalent. When you’re ready to take leave, you draw down from this accrued pot to cover it. Agency staff can take holiday subject to manager agreement, in the same way as permanent staff.
Sickness
If you’re sick, contact us straight away in the morning, as we may need to refill your booking for that day. If you’re sick on a weekend booking, ring the client immediately and let us know on the Monday morning. There’s always a member of staff in the Red Snapper office from 8:00am. You may be eligible for Statutory Sick Pay if you meet the criteria. We reserve the right to terminate a booking due to sickness.
The Working Time Regulations 1998 govern the time that workers are required to work.
If you work for us under a PAYE worker contract, these regulations protect you from being asked to work more than 48 hours per week, though you can opt out if you wish. If your working pattern suggests you may be required to work more than 48 hours, contact your Account Manager to discuss your options.
You’re also protected if you work for an umbrella company, as you’d be working under a PAYE contract; the umbrella administers these rules. Where you work through your own personal service company, you need to ensure you observe the regulations in your administration of pay and time. The regulations also mandate that PAYE workers receive paid holidays, which drives the holiday accrual system used for PAYE workers.
Your Red Snapper Group Health & Safety representative, and the representative at the client site, will be confirmed at the outset of your assignment. Please follow each client’s Health & Safety Policy while on assignment. Some general guidelines are below.
You are responsible for
- Your own safety and the safety of others, and observing the safety rules at all times.
- Dressing safely for the work you do, including protective equipment where required.
- Behaving safely, following no-smoking rules and reporting any medical condition that could affect safety.
- Keeping work areas clear and tidy and disposing of waste in the appropriate receptacles.
- Only operating equipment you’ve been trained on and are authorised to use, and never attempting to repair defective equipment yourself.
- Reporting any damage, hazard, accident or injury, however minor, to the correct person and the accident book.
Under the Health & Safety at Work Act 1974, an employer must provide
- A safe workplace, including safe entry and exit, and safe equipment to work with.
- Safe systems of work that cause no risk to health, and sufficient training to work competently and safely.
- Safe arrangements for using, handling, storing and moving things.
- Adequate welfare facilities and a healthy working environment.
Safety signs
- Yellow and black triangles are warning signs: take care.
- Green squares show safe conditions.
- Blue circles with white markings give commands you must obey.
- Red squares show where fire-fighting equipment is located.
- Red and white circles with a bar and black markings tell you what you must not do.
Your benefits and rights
Once you’ve secured your post, it matters to us that you’re happy and settled for the duration of your contract. We negotiate competitive pay for our agency workers, and we go further with a comprehensive benefits package.
Our benefits package
- Free training, CPD and ongoing development as standard, both e-learning and classroom based, tailored to your role.
- A discounted Police Oracle news subscription, giving you the latest law enforcement news from our independent editorial team.
- Free access to online courses and further CPD via courses.rsl.ltd, alongside discounted access to Police Revision.
- Regular social events for teams of agency workers.
- Advancement of pay when required, including small loans to help with starting new assignments.
- Relocation support and travel arrangements, on a case-by-case basis.
Referral bonus
We offer bonuses for introducing friends and colleagues who aren’t already registered with us:
- Referral resulting in an agency assignment: £75 in vouchers of your choice.
- Referral resulting in a permanent placement: £100 in vouchers of your choice.
We can only pay referral fees for referred individuals who go on to be placed with one of our clients. Agency assignments must last a minimum of 12 weeks before a referral fee becomes payable.
You’ll find detailed information about your assignment in your Agency Worker Regulations (AWR) form, alongside any client-specific information sent with your assignment pack. As an agency worker, by law we must provide you with information about pay, holiday entitlement and other benefits.
Use our Key Information Calculator to work out your expected pay, holiday accrual, pension contribution and more. It also shows clearly how any fees and deductions affect your pay.
Your general rights as an agency worker are governed by the Conduct of Employment Agencies and Employment Businesses Regulations 2003 and the Employment Agencies Act 1973. We don’t advise you to opt out of these regulations. Remaining protected won’t affect your employment status and shouldn’t be a factor in how your income is treated under IR35.
Your basic rights, which Red Snapper will uphold
- Written terms and conditions stating your expected rate of pay, the work we’ll try to find you, notice and other relevant details.
- Pay for any work you’ve undertaken, even if we haven’t been paid by the hiring company.
- Written details of the job when you’re offered a position.
- The freedom to end an assignment without penalty, and to register with other agencies.
- The option to accept a permanent job with a company where you worked as an agency worker.
As an agency, we will not
- Charge fees for finding, or seeking to find, you work.
- Make you use fee-paying services as a condition of finding you work.
- Deduct money for protective equipment or clothing unless you’ve agreed in writing.
- Disclose information about you without your consent, except for legitimate reasons such as finding you work or legal proceedings.
Agency Workers Regulations 2010
From day one of an assignment you’re entitled to access the hirer’s on-site facilities, such as canteens, and to be told about existing vacancies. After completing 12 weeks in the same job you’re entitled to at least the same pay and basic working conditions as a comparable permanent employee of the hirer. A change of agency doesn’t break the 12-week count, and certain breaks (for example short gaps, jury service or statutory leave) pause rather than reset it.
We're here to help.
Speak to your Account Manager, or get in touch with the accounts team for anything pay related.