Legal & governance
Worker terms of engagement
The terms under which Offshore Personnel acts as an employment business to seek and supply temporary offshore and energy work.
Relationship and scope
OFFSHOREPERSONNEL LTD acts as an employment business for temporary work. You are engaged under a contract for services as an agency worker unless a later written agreement expressly states otherwise. We may seek UK and North Sea oil and gas, wind, marine, subsea, lifting, fabrication, technical, catering, emergency-response, shutdown and related energy work matching your profile. Registration does not guarantee work and you may decline an assignment.
Key Information Document and assignment facts
Before agreeing these terms you must receive the current direct-PAYE Key Information Document. Before an assignment, we provide written details of the hirer, role, duties, dates, duration, location, rota or hours, actual pay, expenses, notice, known risks and controls, PPE and required competence. Tell us promptly if any detail or your availability changes.
Identity, right to work and competence
You must provide genuine, current evidence of identity, UK right to work and role competence before placement and must not alter or misrepresent documents. Tell us immediately if an authorisation, certificate, medical-fitness status or right to work expires, is restricted, suspended or withdrawn. We may verify necessary evidence with an issuer or authorised checking service.
Pay and timesheets
Offshore Personnel is responsible for paying every properly evidenced hour worked whether or not the hirer pays us. An independent payroll bureau processes PAYE on our instructions and is not an umbrella employer. The actual rate appears in the assignment confirmation and will not be below the applicable statutory minimum; from 1 April 2026 the age-21-and-over rate is £12.71 an hour. Pay is weekly in arrears unless stated otherwise. A delayed client signature does not permit valid pay to be withheld where hours can be verified another way.
Holiday and statutory rights
You receive at least 5.6 weeks’ paid statutory holiday, pro-rated. For qualifying irregular-hours or part-year workers, entitlement accrues at 12.07% of hours worked. Holiday pay is paid when leave is taken unless a later assignment document lawfully and clearly specifies rolled-up holiday pay. Pension auto-enrolment, statutory sick pay and other statutory rights apply where eligibility rules are met.
Safety, conduct and confidentiality
Follow lawful site instructions, permit-to-work systems, security rules and PPE controls. Do not work outside your competence or where an immediate material danger is uncontrolled. Report injuries, harmful exposure and material safety concerns promptly. Protect confidential worker and hirer information and comply with equality, anti-harassment, anti-bribery and modern-slavery requirements.
Notice and ending an assignment
The assignment confirmation states any notice period. If it states none, either party may end that assignment without a minimum notice period but should give as much notice as reasonably practicable. Immediate removal may occur for serious misconduct, loss of a required right or authorisation, a material safety risk or client cancellation. Pay and accrued rights for work already performed remain due.
No work-finding fees and changes
We do not charge workers for work-finding. Training and funding routes are optional and are never a condition of registration. Material changes to these terms are issued as a new dated version and agreement is recorded before they are relied upon. The full controlled contract is available from Offshore Personnel and the electronic record preserves the version accepted.
Complaints and law
Raise concerns through secure messaging or the contact page. You may also contact the Fair Work Agency at [email protected] or 0345 161 6000, Acas on 0300 123 1100, or the ICO for data-protection matters. These terms are governed by the law of England and Wales without removing a mandatory tribunal or court right.