AWR and working timeThe problem: week 12 arrives and nobody saw it coming

Week 10 never arrives as a surprise.

TalentCore counts every worker's qualifying weeks at every hirer, every night, and flags them from week 10. That leaves you two weeks for the conversation only a person can have: the new rate.

Talk to us See how it works

12 weeksCounted per worker, per hirer.
From week 10Flagged as approaching.
Every nightThe count is worked out again.

Kay D. Active

W-01042 · Counterbalance

DetailsComplianceAssignmentsTimesheetsHolidays and AWR

Example FoodsCounterbalance
10 of 12Approaching
Sample RetailNight shelf fill
3 of 12Counting
Demo LogisticsWarehouse operative
12 of 12Qualified

Recalculated last night. The AWR Tracking report shows the same figures.

Approaching 12 weeks: Kay D. at Example FoodsTwo qualifying weeks to go. Time to agree the rate with the client.

Screens are drawn from the real product with made-up data.

What it does: the 12-week clockThe problem: a spreadsheet counts the weeks

Every worker, at every hirer, every night

TalentCore counts qualifying weeks under the Agency Workers Regulations for each worker at each hirer, and recalculates every night. Each worker's position is on their Holidays and AWR tab, and the report reads the same counter.

12 qualifying weeks, with an early warning from week 10.
One worker can be at week 10 with one hirer and week 3 with another.
You know who is about to qualify before the client asks.

Kay D. at Example Foods

Week 4 of 12Week 8 of 12Week 10 of 12

Kay D. at Sample Retail

Week 3 of 12

Approaching. Two qualifying weeks to go at Example Foods.

A six-week break resets the clock

A break of six or more weeks resets the count. Nobody has to remember when a worker last stood on that site. The count works it out from the weeks they were there.

A break of 6 or more weeks resets the clock.
The worker record and the report show the new count the next morning.

Raj K. at Sample Retail

Week 7 of 12On a breakWeek 2 of 12

7 qualifying weeks
6 weeks away
Back: starts again

Counted before the break7 weeks
Counted since he came backWeek 2 of 12

Seven weeks counted at Sample Retail.

No shifts at Sample Retail for six weeks.

Clock reset. The break was six weeks, so the earlier seven no longer count.

Counted against the true hirer

When you supply through a neutral or master vendor, the company you invoice is not the hirer. Each site can name its real hirer, so weeks are counted against the business that directs the worker, and are not added together across different end clients.

The real hirer is set per site.
The hub lists sites where no hirer has been named.
Avoids both over-paying early and under-paying late on managed-service contracts.

Depot 2 site details

Client we invoiceExample Vendor Services (master vendor)

Real hirer for AWRExample Foods LtdWeeks are counted against this business

Counted against the vendor19 weeks, across three end clients
Counted against Example FoodsWeek 6 of 12

2 sites with no hirer namedListed on the Compliance Hub until someone names them.

Role changes and protected leave, handled

When a hirer confirms in writing that a worker has started a substantively different role, record it and the clock restarts from that date. Weeks of pregnancy, maternity, adoption and paternity leave carry on counting.

Role-change notifications are recorded per worker and hirer.
Family leave weeks continue to accrue.
You do not have to remember the exceptions. They are built in.

A substantively different role

Tia F. at Example Packaging

New role

Hirer's written confirmation recorded 2 Nov. Clock restarts from that date: now week 2.

Protected leave

Ana T. at Example Foods

Four weeks of maternity leave. Still counting: week 9 of 12.

Everyone approaching, on one list

The Compliance Hub counts the workers approaching the 12-week point, and its Regulatory tab lists them with their weeks against the threshold. AWR Tracking is one of the preset reports, and it matches the worker record because both read the same counter.

Raise the rate conversation with the client before week 12, not after a worker asks.
You see each 12-week point coming, with time to agree the new rate.

Everything on the Compliance Hub

RenewalsClient ComplianceRegulatoryStronger TogetherGLAA Audit

AWR Approaching4

WTD Warnings4

GDPR Expiring0

Worker	Client	Weeks	Threshold
Lou B. W-01077	Demo Logistics	11	12 weeks
Kay D. W-01042	Example Foods	10	12 weeks
Mo O. W-01063	Demo Logistics	11	12 weeks
Nia W. W-00986	Sample Retail	10	12 weeks

The counting is the system's job, including the awkward cases. What you do with two weeks' notice is yours.

What it does: working timeThe problem: no single client sees a worker's whole week

Warned while you can still choose.

As a worker is placedTwo rules checked on the booking
Close, before overAverages watched, opt-outs respected

Checked as the worker is put on the booking

When a worker is put on a booking, TalentCore checks two working time rules against the hours already on record. The warning goes to whoever is placing the worker, on the web or the mobile app, alongside any AWR warning. It warns and does not block. The decision stays with a person.

48-hour weekly average over a 17-week reference period.
11 hours' rest between the last shift ending and the next starting.
Working time checking is a setting. Switch it on and it runs on every placement.

Averages watched, opt-outs respected

The Regulatory tab lists every worker whose 17-week average has reached 44 hours, with the figure against the 48-hour limit. You see who is close before they are over. Workers who have opted out of the 48-hour limit are not flagged.

Opt-outs recorded per worker, and each opt-out or withdrawal is logged.
A new starter is averaged over their own weeks, not seventeen.
Protects workers from fatigue and the business from a breach.

The extra rules for drivers

WTD Warnings 17-week reference period

Worker	Avg Hours/Week	Limit
Mo O.	49.6	48 hrs
Dom K.	48.4	48 hrs
Eve H.	46.3	48 hrs
Ben A.	44.5	48 hrs

Listed from an average of 44 hours, so close is seen before over. Opted-out workers are left off.

Working time is checked from real booked hours across every client, which no single client can see. The person placing the worker gets the warning, and makes the call.

Why it matters

The system counts the weeks. You have the conversation.

For recruiters and for leaders

For recruiters

Know who is about to qualify before the client asks.

The count is right even on accounts with a vendor in the middle.
You do not have to remember the exceptions. They are built in.
You see a working time problem while you can still pick someone else.

TalentCore for recruiters

For business leaders

A calculation that stands up to scrutiny.

Equal-treatment obligations are tracked, with warning time to agree new rates.
The report matches the worker record because both read the same counter.
Working time is monitored from real booked hours across every client.

TalentCore for business leaders

The specifics

How the weeks are counted.

8 rules

Each line is how the product behaves today.

12weeks: Qualifying weeks counted for each worker at each hirer.
10: The week from which a worker is flagged as approaching.
6weeks: A break of this length or more resets the clock.
48hours: Weekly average, over a 17-week reference period.
11hours: Rest between one shift ending and the next starting.
44hours: The weekly average from which a worker joins the warnings list.
Recalculated nightly: The AWR count is worked out again every night.
The true hirer: Set per site, so weeks are not added together across end clients.

How it connects

Counted from the work you already record.

6 links

Tell us who counts your twelve weeks.

A spreadsheet, a payroll bureau or somebody's memory. Write to us and a person who knows recruitment will show you the count done for you.

Talk to us info@talentcorecrm.com