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AWR, right to work and the Conduct Regulations
Key Information Document for agency workers: what regulation 13A says it must contain, a template to copy and the April 2026 change
What regulation 13A says a Key Information Document must contain, a template for a PAYE temp with a worked pay example, and the April 2026 change.
A Key Information Document is a short pay statement an employment business must give every new temp before the temp agrees terms. Regulation 13A of the Conduct Regulations 2003 sets its contents: a fixed title, a fixed opening statement, ten details about pay and a worked example, on no more than two sides of A4. One of those lines changed on 7 April 2026, and a document written before that date now names the wrong enforcement body.
The duty sits with the temp desk in England, Wales and Scotland. A permanent introduction needs no such document.
When it has to be given
- Before the work-seeker agrees terms with you.
- To anyone you first provided work-finding services to on or after 6 April 2020, the date the regulation came into force.
- Again, revised, if any detail changes after terms are agreed. The deadline is the end of the fifth business day after the day of the change, and the revised document must state the date the change takes effect.
The format rules
- The title "Key Information Document" at the top of the first page.
- A separate document. It cannot be a page inside the contract or the registration pack.
- A maximum of two sides of A4 when printed, in type of a readable size.
- Nothing extra. Terms agreed under regulation 14 may be included, and after that the document "may not contain any other items of additional information".
- If the detail will not fit, summarise it and name the document where the rest can be found.
The line that changed on 7 April 2026
Beneath the title the document must carry a statement that does three things. It says the document sets out key information about the relationship between the employment business and the work-seeker. It points to any documents that hold more. It gives contact details for the enforcement body, for a temp who is concerned about a breach.
Until April 2026 that body was the Employment Agency Standards Inspectorate. An amendment in force from 7 April 2026 replaced the reference with the officers appointed under section 90 of the Employment Rights Act 2025. GOV.UK says the Fair Work Agency began operating that day and enforces regulation 13A. Its 25-page guidance has not caught up: the page says the guide "still refers to the EAS" and that an updated version will follow. The blank example documents on the same page do carry the new contact details.
If your template names the old inspectorate, replace it. The Fair Work Agency's page on GOV.UK gives 0345 161 6000 and contact@fairworkagency.gov.uk for general enquiries. The Employment Rights Act dates guide covers what else moved to the new body.
AI staff and workflows for recruitment agencies. Starting with cv screening and shortlist.See what we would set upA template for a temp on your own payroll
Each line is followed by the paragraph of regulation 13A that requires it.
| Line | Paragraph |
|---|---|
| Key Information Document | (3)(a) |
| This document sets out key information about your relationship with us, including your pay, holiday and other benefits. More detail is in [your terms of engagement]. If you are concerned that we have not met our obligations, you may contact the Fair Work Agency on [phone and email]. | (3)(b) |
| Your contract: [contract of employment, or contract for services] | (3)(c)(i) |
| Employment business: [agency name] | (3)(c)(ii) |
| Who will pay you, if not us: [name, or "we will"] | (3)(c)(iii) |
| Your pay rate, or the minimum we expect to achieve for you: [£13.50 an hour] | (3)(c)(iv) |
| You will be paid: [weekly, on Friday] | (3)(c)(v) |
| Deductions required by law: [income tax, National Insurance] | (3)(c)(vi) |
| Other costs and deductions, with amounts or how they are worked out: [workplace pension, 5% of earnings above £120 a week once enrolled] | (3)(c)(vii) |
| Fees for goods or services: [none] | (3)(c)(viii) |
| Benefits that are not money: [none] | (3)(c)(ix) |
| Holiday and holiday pay: [your entitlement and how it is paid] | (3)(c)(x) |
| Example of one pay period, set out below | (3)(d) |
The worked example
The regulation asks for an example of one pay period, item by item, estimated where it has to be. For 37.5 hours at £13.50:
| Item | Amount |
|---|---|
| Gross pay, 37.5 hours at £13.50 | £506.25 |
| Income tax, 20% of pay above £242 a week | £52.85 |
| National Insurance, 8% of pay above £242 a week | £21.14 |
| Workplace pension, 5% of pay above £120 a week | £19.31 |
| Fees | £0.00 |
| Net pay | £412.95 |
The sums: £506.25 less £242 is £264.25, and 20% of that is £52.85 while 8% of it is £21.14. £506.25 less £120 is £386.25, and 5% of that is £19.31. Taking all three from £506.25 leaves £412.95. The thresholds are GOV.UK's for 2026 to 2027, and the example is an estimate on the standard tax code. The temp margin calculator shows what the same hour costs the agency.
Umbrella companies need a longer version
Where someone else employs or pays the worker, paragraph (6) of the regulation replaces the ten details with fifteen. They include who the employer is, who pays, the rate paid to the intermediary, the rate paid to the worker and an explanation of the difference between the two. GOV.UK publishes separate example documents for PAYE temps, umbrella workers and personal service companies. The IR35 guide for agencies explains why the umbrella's figures matter to you as well as to the worker.
Five checks before it goes out
- The enforcement contact is the Fair Work Agency.
- It is its own document and prints on two sides.
- The pay rate is a figure, or a stated minimum, and never "to be confirmed".
- The example adds up, line by line, to the net figure.
- The file shows the date it was given, and that date is before the date terms were agreed.
The start-up checklist shows where this sits among a temp desk's other duties.
Overlyft can set up an AI Compliance Clerk that issues the Key Information Document to every new temp before terms are agreed. Who is put forward to a client stays the consultant's decision. This page is general information, not legal advice.
Short answers from this page
What must a Key Information Document for an agency worker contain?
The title Key Information Document, an opening statement with the enforcement body's contact details, ten details about the contract, pay, deductions, fees, benefits and holiday, and a worked example of one pay period down to net pay. It must be a separate document of no more than two sides of A4, given before the temp agrees terms.
Source: Conduct of Employment Agencies and Employment Businesses Regulations 2003, regulation 13A
Do agencies need to update their Key Information Documents after the Fair Work Agency took over in April 2026?
Yes, if the document names the Employment Agency Standards Inspectorate. Regulation 13A was amended on 7 April 2026 and now requires contact details for the enforcement officers appointed under the Employment Rights Act 2025, which means the Fair Work Agency. If details change after terms are agreed, a revised document is due within five business days.
Source: Regulation 13A as amended by SI 2026/302; GOV.UK Key Information Document guidance, updated 7 April 2026
Where this comes from: Conduct of Employment Agencies and Employment Businesses Regulations 2003, regulation 13A, as amended on 7 April 2026 by SI 2026/302, read on legislation.gov.uk; GOV.UK "Providing a 'Key information document' for agency workers" (updated 7 April 2026); GOV.UK Fair Work Agency page; GOV.UK rates and thresholds for employers 2026 to 2027 and "Workplace pensions: what you, your employer and the government pay"; all read 2026-10-01. The template wording is ours. Not legal advice.
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