Employment Rights Act 1996: Defines key employment rights and helps determine employment status. Important for establishing genuine independent contractor status.
IR35 Legislation: Tax legislation that determines whether a contractor should be treated as an employee for tax purposes.
UK GDPR & Data Protection Act 2018: Regulates the processing and handling of personal data, crucial for interpreters who may handle sensitive information.
NRPSI Regulations: Professional standards set by the National Register of Public Service Interpreters that may need to be referenced in the agreement.
Official Secrets Act 1989: Relevant for interpreters working with government bodies, dealing with confidential information.
Equality Act 2010: Protects against discrimination and promotes equality, relevant for both service provision and contractor treatment.
Health and Safety at Work Act 1974: Sets out the general duties for workplace health and safety, applicable even to independent contractors.
Companies Act 2006: Relevant if the interpreter is operating through a limited company structure.
Unfair Contract Terms Act 1977: Regulates contractual terms that might be considered unfair or unreasonable in business contracts.
Copyright, Designs and Patents Act 1988: Relevant for protecting any intellectual property created during interpretation services.
Late Payment of Commercial Debts Act 1998: Provides for interest on late payments in commercial transactions.
Bribery Act 2010: Sets out anti-bribery provisions that may need to be addressed in the agreement.
Common Law Principles: Various case law precedents that affect contract formation, interpretation, and enforcement.
CIOL Standards: Professional standards set by the Chartered Institute of Linguists that may need to be referenced.
National Occupational Standards for Interpreting: Industry-specific standards that define the requirements for interpreting services.
