Evolve Pack – Terms and Conditions



1.1 In these Term of Engagement, the following definitions apply: –


Means the period during which the Temporary Worker is supplied to render
services for the client


Means the person, firm or corporate body requiring the services of Temporary
Worker together with any subsidiary or associated company as defined by the
companies Act 1985;

“Employment Business”

Means (Evolve Operations Logistics) of (8 The Spot Osmaston Road, Derby, DE1

“Temporary Worker”




1.2 Unless the context otherwise requires to the singular include the plural. The headings contained in these Terms are for convenience only and affect their interpretation.


2.1 These Terms constitute a contract for services between the Employment Business and the Temporary Worker and they govern all Assignments undertaken by the Temporary Worker. However, no contract shall exist between Employment Business and the Temporary Worker between Assignments.

2.2 For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the employment Business and the Temporary Worker. Temporary Worker is engaged as an employed worker, although the Employment Business is required to make statutory deductions from the Temporary Worker’s remuneration in accordance with clause 4.1.

2.3 No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Temporary worker and set out in writing and copy of the varied terms is given to the Temporary Worker stating the date on or after which such varied terms shall apply.


3.1 The Employment Business will endeavour to obtain suitable Assignments for the Temporary Worker to work as an (Industrial Operative). The Temporary Worker shall not be obliged to accept an Assignment offered by the Employment Business.

3.2 The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agree: that the suitability of the work to be offered shall be determined solely by the Employment Business; that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category; and that no contract shall exist between the Temporary Worker and the Employment Business during period s when the Temporary Worker is not working on an Assignment.

3.3 A the same time as an Assignment is offered to the Temporary Worker the Employment Business shall inform the Temporary Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety know to the Client in the relation to the Assignment and the steps the Client has taken to prevent or control such risk. In addition, the Employment Business shall inform the Temporary Worker what experience, training, qualifications and any authorisation required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment.

3.4 Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or Bank Holiday) following save where the Temporary Worker is being offered an Assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Temporary Worker.

3.5 For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment.

3.6 If, before the first Assignment, during the course of an assignment or within the Relevant period the Client wishes to employ the Temporary worker direct or trough another employment business, the Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee to agree an extension of the hiring period with the Client at the end of which the Temporary Worker may be engaged directly by the Client or trough another employment business without charge to the Client. In addition, the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to a third party who subsequently engages the Temporary Worker within the Relevant Period.


4.1 The Employment Business shall pay to the Temporary Worker remuneration calculated at a national minimum hourly rate of being the minimum rate of remuneration that the Employment Business reasonably expects to achieve, for all hours worked. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Section 44-47 of the Income Tax (Earnings and Pensions) Act2003 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make.

4.2 Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Employment Business or Clients for time not spend on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.


5.1 For the purpose of calculating entitlement to paid annual leave pursuant to Working Time Regulations 1998 under this clause, the leave year commences [*1st of January until 31st of December].

5.2 Under the Working Time Regulation 1998, the Temporary Worker is entitled to 28 days paid leave per year including bank holidays. All entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year.

5.3 Where a Temporary Worker wishes to take paid leave during the course of an assignment s/he should notify the Employment Business of the dates of his/her intended absence giving 14 days notice. In certain circumstances the Employment Business may give counter – notice to the Temporary Worker to postpone or reduce the amount of leave that the Temporary worker wishes to take and in such circumstances the Employment Business will inform the Temporary Worker in writing giving at least the same length of notice as the period of leave that has been requested.

5.4 Entitlement to payment for leave accrues in proportion to the amount of time worked continuously by the Temporary Worker on assignment during the leave year. The amount of payment which the Temporary worker will receive in respect of periods of annual leave taken during the course of an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Temporary worker has worked on Assignment [*Payments for annual leave will be calculated on the basis of rates paid during the Client’s normal working hours i.e. those which do not attract overtime rates of pay].

5.5 Where this contract is terminated by either party and a P45 is requested the Temporary Worker shall be entitled to a payment in lieu of any untaken leave where the amount of leave taken is less that the amount accrued in accordance with clause 5.4 above.

5.6 None of the provisions of this clause regarding the statutory entitlement to paid leave shall affect the Temporary Worker’s status as a self-employed worker.


6.1 The Temporary Worker may be eligible for Statutory Sick Pay provided if s/he meets the relevant statutory criteria.

6.2 For the purposes of the Statutory Sick Pay scheme there is one qualifying day per week during the course of an assignment and that qualifying day shall be the Wednesday in every week.


7.1 A the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less or is completed before the end of a week) the Temporary Worker shall deliver to the Employment Business a time sheet duly completed to indicate the number of hours worked during the preceding week ( or such lesser period) and signed by an authorized representative of the client.

7.2 Subject to clause 7.3 The Employment Business shall pay the Temporary Worker for all house worked regardless of whether the Employment Business has received payment from the client for those hours.

7.3 Where the Temporary Worker fails to submit a properly authenticated time sheet the Employment Business shall, in a time fashion, conduct further investigation into the hours claimed by the Temporary Worker and the reason that the Client has refused to sign the timesheet in respect of those hours. This may delay the payment due to the Temporary Worker. The Employment Business shall make no payment to the Temporary Worker for hours not worked.

7.4 For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker’s working time shall only consist of those periods during which s/he is carrying out activities or duties for the Client as part of Assignment. Time spent travelling to the Client’s premises; lunch breaks and other rest breaks shall not count as part of the Temporary Workers working time for these purposes.


8.1 The Temporary Worker is not obliged to accept any Assignment offered by the Employment Business but if s/he does so, during every Assignment and afterwards Where appropriate, s/he will:

a) Co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Client’s organisation;

b) Observe any relevant rules and regulations of the Client’s establishment (including normal work hours) to which attention has been drawn or which the Temporary Worker might reasonably be expected to ascertain;

c) Take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Client;

d) Not engage in any conduct detrimental to the interest of the Client;

e) Not at any time divulge to any person, nor use for his or her own or any other person’s benefit, any confidential information relating to the Client’s or the Employment Business employees, business affairs, transitions or finances.

8.2 If the Temporary Worker is unable for any reason to attend work during the course of An Assignment s/he should inform the Client and/or the Employment Business within 12 hours of the commencement of the Assignment or shift.

8.3 If, either before or during the course of an Assignment, the Temporary Worker Becomes aware of any reason why he may not be suitable for an Assignment, he shall Notify the Employment Business without delay.


9.1 The Employment Business or the Client may terminate the Temporary Worker’s Assignment at any time without prior notice or liability.

9.2 The Temporary Worker may terminate an Assignment at any time without prior notice or liability

9.3 If the Temporary Worker does not inform the client or the Employment Business (in Accordance to the clause 8.2) should they be unable to attend work during the course of an assignment this will be treated as termination of the assignment but the Temporary Worker in accordance with clause 9.2 unless the Temporary Worker can show that exceptional circumstances prevented him or her from complying with clause 8.2.

9.4 If the Temporary Worker is absent during the course of an assignment and the contract has not been otherwise terminated under clause 9.1,9.2 or 9.3 above the employment business will be entitled to terminate the contract on accordance with clause 9.1 if the work to which the absent worker was assigned is no longer available for the Temporary Worker.

9.5 If the Temporary worker does not report to the Employment Business to notify his/her availability for work for a period of three weeks, the employment business will forward his/her P45 to his/her last known address.


These terms are
governed by the law of [*England & Wales/Scotland/Northern Ireland] and are
subject to the exclusive jurisdiction of the courts of [*England &
Wales/Scotland/Northern Ireland]


Temporary &
contract workers who report to work under the influence of intoxicating liquor
and / or drugs will be refused admission and may have their assignment
terminated. The rules apply to all Workers during working hours, including


Please be aware that in
the interest of finding you work, and in order to fully protect your health
& safety whilst on assignment, we may on occasion forward your details to
our clients. Please note that both Evolve and our clients are bound by the
regulations of the Data Protection Act 1998 and as such will treat your data


Workers cannot be
forced to work for more than 48 hours a week on average. Working time includes traveling
where part of job, working lunch training. Working time does not include
travelling between home and work, lunch, classes or day release courses. The
average weekly working time is normally calculated over 17 weeks. Workers can
agree to work longer than the 48 hour limit. An agreement must be signed by the
worker. This is generally referred as an opt – put. It can be for an indefinite
period. Workers can cancel the opt – out with seven days notice to the employer.
An individual worker may agree to work more than 48 hours a week if so, they
must sign an opt- out agreement, which they can cancel at any time.

Note: *Delete as

Signed by the temporary worker*                                          



 Signed on behalf of Evolve Operational Logistics




I acknowledge that I have
received, read and understood the Terms of Employment and the temporary
employee handbook and I agree to be bound by all the terms contained within.

I have also completed
all required documentation on a computerised E registration System, answered
and passed all health and safety Questionnaires, Manual Handling Tests and Food
Hygiene Tests.

Signed by the Temporary Employee