This document sets out key information about your relationship with us and the umbrella company or other intermediary used in your engagement, including details about pay, holiday entitlement and other benefits.
The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights. You can raise a concern with them directly on 020 7215 5000 or through the ACAS helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.
General Information
Name of employment business: The Shore Group
Name of intermediary or umbrella company: Boost Pay Limited
Your employer: Boost Pay Limited
Type of contract you will be engaged under: Contract for Services
Who will be responsible for paying you: Boost Pay Limited
How often the umbrella company and you will be paid: Weekly
Whistleblowing procedure: The Shore Group is committed to maintaining the highest possible standards of openness, probity and accountability. The Company encourages all individuals to raise any serious concerns that they may have about wrongdoing, or suspected wrongdoing, of others in the business, or the way in which the business is run. Concerns may relate to any illegal, immoral, irregular, dangerous or unethical activity under our control.
To report a concern you should contact your direct line manager. If you do not feel comfortable in doing this you can contact the HR department.
All employees are legally protected against detriment, victimisation or dismissal as a result against raising such concerns.
Independent advice on Whistleblowing can be obtained from Protect Advice (an independent charity) or ACAS.
Please contact us for a copy of the full Whistleblowing Policy and Procedure.
Umbrella company or other intermediary pay information
You are being employed by an umbrella company or other intermediary: a third-party organisation that will calculate your tax and other deductions and then pay you for the work undertaken for the hirer. We will still be finding you assignments.
The money earned on your assignments will be transferred to the umbrella company or other intermediary as part of their income. They will then pay you your wage. All the deductions made which affect your wage are listed below. If you have any queries about these please contact us.
Your payslip may show you as an employee of the umbrella company or other intermediary listed below.
Name of umbrella company or other intermediary: Boost Pay Limited
The gross or minimum amount that we will transfer to the umbrella company or other intermediary: £11.44 per hour
Deductions that we will make to the gross amount paid to the umbrella or other intermediary required by law: Employers National Insurance, Employers’ pensions, contributions Student loan (if applicable).
Any other deductions that we will make to the gross amount paid to the umbrella or other intermediary’s income: Margin e.g. £23 per week to include insurances
Expected or minimum rate of pay to you from the umbrella or other intermediary: £457.60 per week (NLW x 40 hours) before deductions made
Deductions from your wage required by law: PAYE Employee NICs, Employee pension contribution (if applicable) Student loan (if applicable)
Any other deductions or costs taken from your wage: None
Any fees for goods or services: None
Holiday entitlement and pay: 5.6 weeks pro rata (or as otherwise agreed)
Additional benefits: None
Conduct Regulations opt out
If you are supplied via an umbrella company or other intermediary, then both parties can opt out of being covered by the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (the Conduct Regulations). The opt out must be given in writing to the employment business by both the umbrella or other intermediary and the person being supplied to do the work. The employment business cannot encourage you to do this and it must be your own decision.
Agency workers placed in roles working with, or caring for, vulnerable persons cannot opt out of the Conduct Regulations. This document is for information only and does not qualify as an agreement for opting out of the Conduct Regulations.