Hi all
My wife is a contractor at the head office of a national retailer and the role is perfect for her - 3 days a week, in her chosen area doing what she wants to do (marketing), working round the corner from the kids school, working 8-4 so not much afterschool childcare required. She's contracting with them directly and is definitely inside IR35 (half the people there don't even realise she's a contractor!) so has been paying her income tax and NI at the correct rate since the beginning of the role. She's contracted directly with them and isn't set up via a limited company. Due to the limited days, hours and nature of the role she isn't paid a lot so when I ran through the potential benefits / costs of a limited company it wasn't worth it.
There is talk of her part of the group being sold in the next year or so, bringing a bit of uncertainty to budgets etc so we've been thinking about her becoming a permie as a way to safeguard the job. Their HR are basically clueless and haven't noticed that she has been there as a contractor for 4.5 years and isn't going through an umbrella company. She hasn't pushed the case for holiday pay etc as the most important thing for her is to keep the role going as being a stay at home mum sent her crazy!
My question is about the rights she will have accrued as a 'worker' to help us thinking about the potential negotiation for her turning permie (i.e. when speaking to clueless HR, saying 'look, I have X employment rights already, why wouldn't you save some cash and make me permanent') - from my online research, as a worker she's already entitled to the various statutory levels for things like holiday and sickness (although never claimed) and protection from discrimination. Moving to a permie would bring in redundancy entitlement (with continuous service from when she started the contract), statutory pension, and then whatever other general employment things they offer (better pension etc).
Anything I've missed?
My wife is a contractor at the head office of a national retailer and the role is perfect for her - 3 days a week, in her chosen area doing what she wants to do (marketing), working round the corner from the kids school, working 8-4 so not much afterschool childcare required. She's contracting with them directly and is definitely inside IR35 (half the people there don't even realise she's a contractor!) so has been paying her income tax and NI at the correct rate since the beginning of the role. She's contracted directly with them and isn't set up via a limited company. Due to the limited days, hours and nature of the role she isn't paid a lot so when I ran through the potential benefits / costs of a limited company it wasn't worth it.
There is talk of her part of the group being sold in the next year or so, bringing a bit of uncertainty to budgets etc so we've been thinking about her becoming a permie as a way to safeguard the job. Their HR are basically clueless and haven't noticed that she has been there as a contractor for 4.5 years and isn't going through an umbrella company. She hasn't pushed the case for holiday pay etc as the most important thing for her is to keep the role going as being a stay at home mum sent her crazy!
My question is about the rights she will have accrued as a 'worker' to help us thinking about the potential negotiation for her turning permie (i.e. when speaking to clueless HR, saying 'look, I have X employment rights already, why wouldn't you save some cash and make me permanent') - from my online research, as a worker she's already entitled to the various statutory levels for things like holiday and sickness (although never claimed) and protection from discrimination. Moving to a permie would bring in redundancy entitlement (with continuous service from when she started the contract), statutory pension, and then whatever other general employment things they offer (better pension etc).
Anything I've missed?
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