Rewardrite

Registered office address:

Employment Law Compliance Policy

  1. Purpose

This policy outlines Rewardrite Limited’s commitment to complying with all applicable UK employment legislation and regulations, and to promoting fair, ethical, and lawful treatment of all employees and contractors under its management.

  1. Scope

This policy applies to all employees, contractors, agency workers, and any personnel employed or managed through Rewardrite Limited, including client-assigned workers operating under PEO arrangements.

  1. Legal Framework

Rewardrite Limited complies with, but is not limited to, the following UK laws and regulations:

  • Employment Rights Act 1996
  • Equality Act 2010
  • National Minimum Wage Act 1998
  • Working Time Regulations 1998
  • Health and Safety at Work Act 1974
  • Immigration, Asylum and Nationality Act 2006
  • Data Protection Act 2018 & UK GDPR
  • Pensions Act 2008 (Auto-enrolment obligations)
  • Agency Workers Regulations 2010, where applicable
  • Employment Act 2002 (relating to leave entitlements)
  • IR35 (Off-payroll working rules) when applicable
  1. Responsibilities

a. Management & HR

  • Ensure all contracts and HR practices are compliant with current UK law.
  • Keep up to date with legislative changes via ACAS, HMRC, and other government channels.
  • Provide training to internal staff and client stakeholders on legal updates.
  • Ensure accurate and timely registration for PAYE, pensions, and benefits.

b. Employees & Contractors

  • Must act in accordance with all applicable laws, as well as this policy.
  • Are encouraged to report any breaches or concerns using our grievance or whistleblowing procedure.
  1. Core Compliance Areas

a. Employment Contracts

All individuals employed or assigned through Rewardrite Limited will receive a written statement of employment particulars within the first day of employment, in accordance with Section 1 of the Employment Rights Act 1996.

b. Right to Work Checks

We carry out right to work checks before employment begins in accordance with Home Office guidelines and retain appropriate records.

c. Wages and Benefits

We ensure that all individuals are paid:

  • At or above the National Minimum Wage/National Living Wage
  • Correctly for holidays, overtime, and statutory payments (SSP, SMP, etc.)
  • Through compliant PAYE payroll systems

d. Working Hours

All workers are subject to the limits set under the Working Time Regulations (maximum 48-hour week unless opted out), and rest break entitlements are enforced.

e. Leave Entitlements

We provide statutory leave entitlements including:

  • Holiday pay (a minimum of 5.6 weeks annually)
  • Sick leave and pay in line with SSP rules
  • Maternity, paternity, adoption, and shared parental leave/pay
  • Time off for dependants, as required by law

f. Discrimination and Equality

We maintain a zero-tolerance approach to discrimination, harassment, or victimisation. Fair recruitment and equal opportunity practices are enforced under the Equality Act 2010.

g. Pension Auto-Enrolment

All eligible employees are enrolled into a workplace pension scheme in compliance with the Pensions Act 2008.

  1. Monitoring & Review
  • This policy will be reviewed annually, or sooner if legislative changes require.
  • Internal audits will be carried out to assess compliance across client assignments and payroll operations.
  • Breaches of this policy may result in disciplinary action and potential termination of contracts.
  1. Reporting Concerns

Any employee or contractor with concerns regarding non-compliance may raise them in confidence by contact us at legal@rewardrite.co.uk. All concerns will be investigated promptly and without retaliation.

Last Updated: April 2025