Couldn't be bothered reading the rest of the thread but you're inside for tax purposes only and if you're via a brolly, you're an employee of them, not the client.
If you want better conditions, ask for a better day rate to compensate for the tax and expenses shafting you're having to take. You're still a contractor at the end of it all, not a true employee of anyone else.
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Previously on "Anyone working "inside" and tried asking for employee stuff yet?"
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Originally posted by eek View Post
Pay parity is the obvious claim to make but that requires not being opted out of agency regulations - and a lot of umbrellas will force you to be opted out as part of their T&Cs.
Usually because their access to the agency's PSC require that clause alongside the 60% or £x0,000 kick backs.
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Originally posted by SussexSeagull View Post
No idea but I am sure someone will try.
Usually because their access to the agency's PSC require that clause alongside the 60% or £x0,000 kick backs.
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Originally posted by eek View Post
How - if you are working via an umbrella company our umbrella company is your employer.
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Originally posted by Wobblyheed View PostAnnual leave, flexi leave, sick pay, pension, share schemes, etc?
If so, how did it go?
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Originally posted by SussexSeagull View PostAs previously stated inside as we stand now inside is purely a taxation category as opposed to an employment status one. However one day someone will test it in court.Last edited by eek; 7 June 2021, 06:19.
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As previously stated inside as we stand now inside is purely a taxation category as opposed to an employment status one. However one day someone will test it in court.
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Originally posted by Wobblyheed View PostAnnual leave, flexi leave, sick pay, pension, share schemes, etc?
If so, how did it go?
The majority of the companies I've supplied services to and even worked for offer some sort of flexible working arrangements. Only because if they don't they know that if they ever require you to start early, work late or work on the weekend you will tell them where to go.
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I think the original poster on this thread was just joking.
But to be pedantic doesn't every job/role/position have some sort of contract? Even Permie. Written or implied in law.
Not going to get you childcare vouchers or pizza tuesday though
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Originally posted by Fraidycat View Post
It would obviously be in your contract. eg The worker is entitled to 15 days fully paid off during this (six month) contract.
This could be something you could try on and ask for at renewal on top of your already high rate.
Extra gravy for you without breaking the clients existing budget.
All this stuff you are sprouting is just fanciful.
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Originally posted by Fraidycat View Post
It would obviously be in your contract. eg The worker is entitled to 15 days fully paid off during this (six month) contract.
This could be something you could try on and ask for at renewal on top of your already high rate.
Extra gravy for you without breaking the clients existing budget.
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Originally posted by Lance View Post
And if the hiring manager refuses to sign those? What then? You gonna refuse to do any more days off?
This is a really dumb idea when a better method already exists. It's called a higher day rate than the permies.
This could be something you could try on and ask for at renewal on top of your already high rate.
Extra gravy for you without breaking the clients existing budget.Last edited by Fraidycat; 4 June 2021, 12:32.
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Originally posted by Fraidycat View Post
You have to have a new section on the timesheet called 'paid days off'
This is a really dumb idea when a better method already exists. It's called a higher day rate than the permies.
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Originally posted by northernladuk View PostWhy would a client pay it's suppliers leave and sick pay? What if they just turn round and say they believe any leave, sick or hols are included in the rate, take it or leave it?Last edited by Fraidycat; 4 June 2021, 12:14.
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