By migrating bases of your workers to Originem, you also migrate the vast majority of employment risk. Because, when we employ a worker on your behalf, liability for employment law passes to us.

Free up your sales staff

Our highly experienced CIPD qualified HR team are available for your staff, eight hours a day, five days a week. They’re friendly, informed and motivated to effectively and efficiently deal with all kinds of staff related problems. This service reduces time spent by your sales people dealing with HR queries and managing staff grievances, allowing them to get on with what they do best – recruiting.

Free legal advice

If you or your client has an issue with one of your workers and want to terminate a contract early, our fully qualified legal team will sort it out. They’ll offer unlimited legal advice and preparation of all documentation and will proactively defend employment tribunals with the aim of avoiding a full-blown hearing.

Robust guaranteed hours contracts

Case law in the industry demonstrates that when you transfer the employment of a worker to Originem, we are the employer of record. And, as such, we offer a choice of two robust, guaranteed hours, fully AWR compliant contract solutions for the workers we permanently employ on your behalf: Swedish Derogation or Parity of Pay.

HMRC compliant

When you choose Originem, you can also rest easy on HMRC guidelines and current tax law, because we always, without exception, abide by the rules – including those on expenses dispensations. At the end of the day, we work in partnership with your recruitment agency and are aware that our reputation reflects on yours.

Statutory obligations

Originem take responsibility for ensuring full compliance with both the Agency Workers Regulations (AWR) and the Working Time Directive (WTD). The AWR states that, after a qualifying period of 12 weeks, any temporary worker is entitled to the same employment benefits and conditions as permanent workers. So, as Originem is the employer of record, we meet statutory obligations such as the cost of holiday pay, maternity pay and sick leave. The Working Time Directive states that adult workers cannot be forced to work more than 48 hours a week on average over a 17-week period and our guaranteed hours contracts ensure that this directive is fully complied with or appropriate opt-outs are obtained.