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Employment Relations Act 1999

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13 Interpretation.E+W+S

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(1)In sections 10 to 12 and this section “worker” means an individual who is—

(a)a worker within the meaning of section 230(3) of the Employment Rights Act 1996,

(b)an agency worker,

(c)a home worker,

(d)a person in Crown employment within the meaning of section 191 of that Act, other than a member of the naval, military, air or reserve forces of the Crown, or

(e)employed as a relevant member of the House of Lords staff or the House of Commons staff within the meaning of section 194(6) or 195(5) of that Act.

(2)In subsection (1) “agency worker” means an individual who—

(a)is supplied by a person (“the agent”) to do work for another (“the principal”) by arrangement between the agent and the principal,

(b)is not a party to a worker’s contract, within the meaning of section 230(3) of that Act, relating to that work, and

(c)is not a party to a contract relating to that work under which he undertakes to do the work for another party to the contract whose status is, by virtue of the contract, that of a client or customer of any professional or business undertaking carried on by the individual;

and, for the purposes of sections 10 to 12, both the agent and the principal are employers of an agency worker.

(3)In subsection (1) “home worker” means an individual who—

(a)contracts with a person, for the purposes of the person’s business, for the execution of work to be done in a place not under the person’s control or management, and

(b)is not a party to a contract relating to that work under which the work is to be executed for another party to the contract whose status is, by virtue of the contract, that of a client or customer of any professional or business undertaking carried on by the individual;

and, for the purposes of sections 10 to 12, the person mentioned in paragraph (a) is the home worker’s employer.

(4)For the purposes of section 10 a disciplinary hearing is a hearing which could result in—

(a)the administration of a formal warning to a worker by his employer,

(b)the taking of some other action in respect of a worker by his employer, or

(c)the confirmation of a warning issued or some other action taken.

(5)For the purposes of section 10 a grievance hearing is a hearing which concerns the performance of a duty by an employer in relation to a worker.

(6)For the purposes of section 10(5)(b) in its application to a part of Great Britain a working day is a day other than—

(a)a Saturday or a Sunday,

(b)Christmas Day or Good Friday, or

(c)a day which is a bank holiday under the M1Banking and Financial Dealings Act 1971 in that part of Great Britain.

Modifications etc. (not altering text)

C1S. 13(4)(5) modified (1.10.2004) by Employment Act 2002 (c. 22), s. 55(2), Sch. 2 para. 14; S.I. 2004/1717, art. 2(2) (with art. 3)

Commencement Information

I1S. 13 wholly in force at 4.9.2000; s. 13 not in force at Royal Assent see s. 45; s. 13(1)-(3) in force at 25.10.1999 by S.I. 1999/2830 art.(1), Sch. 1 Pt. I (with art. 3); s. 13(4)-(6) in force at 4.9.2000 by S.I. 2000/2242, art. 2(1)

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