After 12 weeks' service an agency worker’s pay rate should be the same as that of a comparable University employee, taking account of the individual's experience and qualifications. Normally, this would be the pay for the grade of the substantive post for which they are providing temporary cover; however, if the agency worker is not fulfilling the full duties of the substantive post, a lower grade might be more appropriate.
The agency worker's pay should include any relevant University allowances and is subject to the same cost-of-living increases as apply to the salaries of direct employee. Agency workers should be included in any merit pay scheme (providing they meet the general criteria for the scheme), but are not required to be fully integrated into performance appraisal or Personal Development Reviews.
Agency worker pay does not include elements such as pension, occupational (contractual) sick pay, parental pay, contractual notice pay, or redundancy pay.
Please note that the University is an accredited Living Wage employer, and pay rates should meet the Living Wage Foundation standards. For further information, please visit the Living Wage Foundation website.