Social Care & Education
SCE
PO Box 10749
Leicester
LE21 9FN
Email: compliance@scegroup.co.uk
Website: www.scegroup.co.uk

Social Care & Education Employment Contract Pack

This public form reproduces the SCE employment-contract workflow for candidates without requiring a portal login. When submitted, the completed contract pack is turned into a PDF and saved into the linked pending-documents queue for compliance review.

This pack includes
  • Confidentiality Agreement
  • Medical Checklist
  • Night Worker Assessment Disclaimer
  • 48 Hour Opt-Out Agreement
  • Contract of Employment
Social Care & Education

Candidate Contract Confirmation

Work through the SCE contract sections below, complete the GP and medical parts, then sign and submit. The submission is stored against the linked candidate and right-to-work item.

Confidentiality Agreement

By submitting this form, the candidate confirms they have read and accepted the full Social Care & Education contract pack shown on this page.

This Agreement is made between: Social Care & Education Limited (the "Employment Business") and the Agency Worker.

Definition of Confidential Information

"Confidential Information" means all commercial, financial, technical, or other information relating to the Employment Business, its clients, or service users, disclosed to or obtained by the Agency Worker in connection with their Assignments.

This includes, but is not limited to, client data, care plans, business strategies, and marketing plans, whether oral, written, or in any other form, regardless of whether marked as confidential.

Obligations

The Agency Worker agrees to treat all Confidential Information as confidential at all times.

The Agency Worker agrees not to disclose or use Confidential Information without prior written consent from the Employment Business, except as necessary for the Assignment.

The Agency Worker agrees not to use Confidential Information in any way harmful to the Employment Business or its clients.

The Agency Worker agrees to maintain adequate security measures to protect Confidential Information from unauthorised access or misuse.

Exceptions

These obligations do not apply to information that becomes publicly known through no fault of the Agency Worker.

These obligations do not apply to information that is lawfully received from a third party without confidentiality restrictions.

These obligations do not apply to information that is independently developed by the Agency Worker without using Confidential Information.

Ownership and Return

All materials containing Confidential Information, including documents, care plans, and digital files, remain the property of the Employment Business or its clients.

Upon completion or termination of an Assignment, or at the Employment Business's request, the Agency Worker must return all such materials and destroy any copies or records, certifying compliance within 14 days.

Indemnity

The Agency Worker shall indemnify the Employment Business against any losses, damages, or claims arising from unauthorised disclosure or misuse of Confidential Information.

Governing Law

This Agreement is governed by the laws of England and Wales and subject to the exclusive jurisdiction of the English Courts.

Night Worker Assessment Disclaimer

Under the Working Time Regulations 1998, you are entitled to a free health assessment as a night worker and at regular intervals thereafter. Social Care & Education has informed you of these rights.

The Medical Checklist will be used solely to assess your suitability for night work. If you are deemed unfit for night work, management will contact you for a meeting.

To arrange a free health assessment, contact us via the Social Care & Education APP or call 0116 2715452.

48 Hour Opt-Out Agreement

The formal working-time opt-out agreement below is accepted when the form is signed.

Agency Worker

means you, the individual signing this agreement.

Assignment

means the period you are supplied to provide services to a client.

Client

means the person, firm, or body using your services.

Employment Business

means Social Care & Education Limited.

Working Week

means an average of 48 hours per week over a 17-week reference period.

Restriction

The Working Time Regulations 1998 limit the Working Week to 48 hours unless you agree in writing to opt out.

Consent

By signing below, you agree that the 48-hour Working Week limit does not apply to your Assignments.

This does not obligate you to work over 48 hours per week, but allows you to do so voluntarily.

Withdrawal of Consent

You may end this Agreement by giving the Employment Business 3 months' written notice.

Ending this Agreement does not terminate your Assignment with a Client.

Upon expiry of the notice period, the 48-hour limit will apply immediately.

Governing Law

This Agreement is governed by the laws of England and Wales.

Contract of Employment

1 Definitions and Interpretation

"Actual Rate of Pay" means the hourly rate paid before completing the Qualifying Period, as set out in the Assignment Details Form.

"Actual QP Rate of Pay" means the hourly rate paid after completing the Qualifying Period, as set out in the Assignment Details Form.

"Agency Worker" means you, the individual supplied by the Employment Business.

"Agency Workers Regulations" means the Agency Workers Regulations 2010.

"Assignment" means temporary services performed for a Hirer under their supervision.

"Assignment Details Form" means written confirmation of Assignment details.

"Calendar Week" means any 7-day period starting with the First Assignment.

"Confidential Information" means all confidential data relating to the Hirer, Employment Business, or service users, including care plans and business affairs.

"Deductions" means statutory deductions, including PAYE and National Insurance.

"Employment Business" means Social Care & Education Limited.

"Engagement" means employment or use of the Agency Worker by the Hirer or a third party.

"First Assignment" means the first Assignment or a prior assignment in the same role with the Hirer counting towards the Qualifying Period.

"Hirer" means the entity to whom the Agency Worker is supplied.

"Hourly Rate" means the minimum pay rate, subject to Deductions.

"Leave Year" means 1 January to 31 December each year.

"Qualifying Period" means 12 continuous Calendar Weeks in the same role with a Hirer, as described in the Schedule.

"Relevant Period" means 27 weeks after the last day worked for the Hirer or 26 weeks from the first day of the most recent Assignment.

"Transfer Fee" means a fee payable by the Hirer for direct Engagement.

"Working Time Regulations" means the Working Time Regulations 1998.

Singular includes plural, and masculine includes feminine, and vice versa.

Headings are for convenience and do not affect interpretation.

2 The Contract

These Terms govern all Assignments and constitute the entire agreement between the Employment Business and Agency Worker. No contract exists between Assignments.

During Assignments, the Agency Worker is engaged on a contract for services, not employment, with statutory rights only as specified.

Variations to these Terms must be agreed in writing and provided within 5 business days.

The Employment Business acts as an employment business under the Employment Agencies Act 1973.

3 Assignments and Information

The Employment Business will seek suitable Assignments, but the Agency Worker is not obliged to accept them.

Suitability is determined by the Employment Business, with no liability if no work is offered.

Assignment Details Forms will provide: Hirer identity, start date, duration, type of work, location, hours, Hourly Rate, risks, and required qualifications.

Information will be confirmed in writing within 3 business days unless previously provided and unchanged.

For Assignments over 5 days, full details will be provided within 8 days.

The averaging period for working hours starts with the First Assignment.

The Employment Business may charge a Transfer Fee or agree an Extended Hire Period if the Hirer Engages the Agency Worker directly.

4 Agency Worker's Obligations

If accepting an Assignment, the Agency Worker will cooperate with the Hirer's instructions and supervision.

The Agency Worker will observe Hirer rules and normal working hours.

The Agency Worker will safeguard health and safety, complying with Hirer policies.

The Agency Worker will avoid conduct detrimental to the Employment Business or Hirer.

The Agency Worker will not discriminate or harass any staff.

The Agency Worker will not disclose or use Confidential Information except as required.

The Agency Worker will return all Hirer property upon request or Assignment end.

Before and during Assignments, the Agency Worker must inform the Employment Business of prior work with the Hirer counting towards the Qualifying Period.

If you are unable to attend work, you must notify the Employment Business at least 24 hours before the shift start time. If this is not possible, notify the Hirer as soon as practicable and then inform the Employment Business at the earliest opportunity.

Notify the Employment Business immediately of any suitability issues.

Breaches may result in the Employment Business recovering losses.

  • If interested in a role with a Hirer, contact the Employment Business at 0116 2715452 before any direct discussions.
  • The Employment Business will facilitate the application process.
  • Do not apply directly to a Hirer, even if advertised elsewhere or approached by them.
  • You are prohibited from applying to a Hirer introduced by the Employment Business for 2 years after your last Assignment, unless approved in writing.
  • Breach of this incurs a GBP2000 penalty plus court fees, enforceable via legal action.
  • Notify the Employment Business immediately if you have applied, are working for, or intend to apply to a Hirer.
  • Uphold high standards, as clients rely on us. Unannounced spot checks may occur. If standards are not met, the Hirer may refuse payment, and you will not be paid for that shift.
  • No personal mobile phone use except in emergencies.
  • Stay engaged and proactive with service users.
  • Dress professionally, stay alert, do not sleep, and wear suitable footwear.
  • Follow Hirer policies and document accurately.
  • Arrive 15 minutes early.
  • Adapt to reassigned service users and perform cleaning tasks as required.
  • Read and follow care plans.

5 Timesheets

At the end of each week, Monday to Sunday, or Assignment if shorter, submit a timesheet via the Social Care & Education APP by 9:00 AM the following Monday, authorised by the Hirer. Late submission may delay payment.

Payment will be made for hours worked, subject to Clause 4.6 standards and Hirer confirmation, regardless of Hirer payment to the Employment Business.

No payment for unsubmitted or unauthenticated hours until verified.

Working time excludes travel, except between Hirer premises, lunch, and rest breaks.

6 Remuneration

The Actual Rate of Pay applies before the Qualifying Period, as per the Assignment Details Form.

After the Qualifying Period, the Actual QP Rate of Pay applies, plus any bonus if specified and earned.

No payment for time not worked unless statutorily required.

7 Annual Leave

Entitlement is 5.6 weeks, 28 days full-time and pro-rated, per the Working Time Regulations 1998.

Leave accrues pro-rata during the Leave Year, 1 January to 31 December.

Additional leave post-Qualifying Period will be specified in the Assignment Details Form.

All leave must be taken by 31 December each year; any untaken hours are lost forever unless agreed otherwise in writing.

Request leave via the APP or 0116 2715452, giving notice twice the leave period. The Employment Business may adjust leave with equal notice.

Payment is at the National Minimum Wage, pro-rated, unless otherwise specified.

Monthly requests are one-twelfth of entitlement in the first year.

Bank holidays count as leave if accrued.

Payment in lieu of untaken leave applies only to the current year upon termination.

8 Sickness Absence

Statutory Sick Pay applies if eligible.

Provide a self-certificate for the first 7 days, then a doctor's note.

Wednesday is the qualifying day.

Fitness-for-work statements may lead to Assignment adjustments at the Employment Business's discretion.

9 Termination

Any party may terminate an Assignment without notice. The Employment Business may do so immediately for breaches of Clause 4 or 11.

Assignments end if the Hirer contract terminates.

Failure to report absence is deemed termination unless exceptional circumstances apply.

Absence may lead to termination if work is unavailable.

No contact for 2 weeks triggers a P45.

10 Intellectual Property Rights

All intellectual property from Assignments belongs to the Hirer.

11 Confidentiality

Do not disclose or use Confidential Information, including service user data, unless authorised or public, and return all materials at Assignment end.

12 Data Protection

Comply with the Data Protection Act 2018 and UK GDPR.

Consent to processing personal data for Assignment purposes.

13 Severability

Unenforceable provisions are severed without affecting the rest.

14 Notices

Notices must be in writing, deemed served when delivered by hand, 48 hours after posting by first class post, or when sent by email or fax.

15 Governing Law

These Terms are governed by the laws of England and Wales, subject to English Courts' jurisdiction.

Schedule Qualifying Period

Weeks count towards the Qualifying Period unless interrupted by breaks exceeding 6 weeks, or 28 weeks for sickness, jury service, or maternity-related absences.

GP Details

Medical Checklist

Tick any statements that apply.

Note: All medical information is confidential and processed in accordance with the Data Protection Act 2018.

Confirmation

I confirm I have read and provided accurate information.

Signature
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Submitting this form creates a PDF and saves it to the linked candidate compliance queue for review.