The rules, checked where the work happens

Conduct of Employment Agencies and Employment Businesses Regulations 2003

• Key Information Documents for each payment route, sent and signed on the worker's phone (reg 13A).
• Terms with workers (regs 14 and 15) and terms of business with clients (reg 17), versioned and signed online. A client without agreed terms can be refused new bookings.
• Information from the hirer captured per client or per booking (reg 18).
• Written confirmations to the worker and the client for every booking (reg 21).
• Hours can be locked for pay before the client approves, with a reason, so workers are not held up (reg 12).
• Starter terms of business with a transfer fee clause built around reg 10.
• The limited company opt-out (reg 32), never offered for work with children or vulnerable adults.
• Records kept for at least a year (reg 29).

Agency Workers Regulations 2010

• One 12-week clock for each worker, hirer and role, worked out from the days actually worked.
• Breaks pause or reset the clock by reason: a break of up to 6 weeks pauses it, sickness and jury service pause it for up to 28 weeks, annual leave, shutdowns and strikes pause it, and pregnancy and maternity leave count as worked.
• A warning at 10 weeks, and a task for the account owner.
• After-12-week rates priced from the qualifying date, day by day.
• Patterns that may be avoidance (reg 9) flagged.
• Clients see their AWR position in the portal.

Working Time Regulations 1998

• Rest between shifts, the 48-hour average with opt-outs and notice, night work and young workers, checked at booking.
• Holiday requests with less notice than the rules expect (reg 15) flagged.
• Rolled-up holiday pay for irregular-hours workers (reg 16A), or holiday banked in a ledger.

Drivers' hours and road transport working time

Retained Regulation (EC) 561/2006, the Road Transport (Working Time) Regulations 2005 and the GB domestic drivers' hours rules. These come with the driving tools.

• Each booking is classed from the vehicle and journeys, so the right rules are applied.
• The 60-hour week and the 48-hour average for mobile workers, checked across all their bookings.
• Drivers declare work for other operators in the app (reg 11), or the office records it from a call.
• The date each driver was given the road transport working time rules is recorded (reg 10).

Pay and employment rights

• Deductions only with a written agreement signed before the incident (Employment Rights Act 1996, section 13).
• Pay below the National Living Wage warned on rate cards and quotes.
• Holiday records kept for 6 years, as the Employment Rights Act 2025 requires.
• Every cancellation kept with who asked, why and how much notice was given.

UK GDPR, the Data Protection Act 2018 and PECR

• Privacy notice acknowledged at registration, with the version recorded. Separate opt-ins for marketing and for sharing a profile with clients.
• A retention period for each kind of record, with legal minimums you cannot set lower.
• A nightly list of records due for deletion. Nothing is erased until a person confirms it.
• Subject access exports, requests tracked against their deadlines, and erasure that respects legal holds.
• Health and criminal record answers visible only to the roles you choose.
• The marketing basis recorded for each client contact.
• Anyone screened out at registration is always reviewed by a person (UK GDPR Articles 22A to 22D).

Sector checks

• Each sector pack sets up the documents your sector expects, such as Enhanced DBS with barred list checks, NMC PIN checks, SIA licences, BS 7858 screening, CSCS cards, Driver CPC and digital tachograph cards. HiveRec tracks each one, its expiry and who approved it.