Agency and temporary workers in the UK have a specific set of statutory rights, some from day one of a placement and others after a qualifying period. This is a general, plain-English overview — always check current official guidance or take advice for your specific circumstances, as rules can change.
Day-one rights
From the start of an assignment, agency workers are generally entitled to the same access as permanent staff to shared facilities (such as canteens, parking) and to be informed of relevant vacancies with the hirer.
Rights after a qualifying period
After working in the same role with the same hirer for a qualifying length of time, agency workers typically become entitled to the same basic working and employment conditions as if they'd been recruited directly — including matters like pay rate and working time, subject to the specific rules in force.
Holiday and rest entitlements
Agency workers generally accrue holiday entitlement like other workers, and are subject to standard rules around rest breaks and maximum working hours, unless a specific opt-out applies.
Right to a written statement
Workers are generally entitled to clear information about their engagement — who employs them, the rate of pay, and other core terms — provided in writing.
What agencies and hirers should not do
Reducing a worker's pay specifically to avoid equal-treatment obligations, or treating agency workers unfairly compared to directly employed staff doing equivalent work, are the kinds of practices these protections exist to prevent.
Where to check specifics
Because the exact qualifying periods and entitlements can be detailed and do get updated, it's worth checking official UK government guidance or seeking advice for anything beyond general awareness.
How Meet Resources approaches this
Meet Resources aims to make terms clear to workers from the start of any placement — pay rate, rate type, and shift details are visible upfront, so workers have the information they're entitled to without having to chase it down.