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What agency work means
Agency work involves three parties: the worker, the staffing agency that engages them, and the hirer where the work is actually performed. The agency typically handles the engagement and administration, while the hirer directs the day-to-day work on assignment.
This triangular relationship is useful for covering peaks, specialist needs or short-term gaps. It also brings its own considerations around who is responsible for what, how assignments are managed and which terms apply to the worker.
Key concepts
- Three parties: the worker, the agency and the hirer.
- Assignment: the placement of a worker with a hirer for a task or period.
- Engagement terms: the terms between the worker and the agency.
- Direction of work: who supervises the worker day to day.
- Equal treatment: rules that may align agency workers with comparable staff.
- Responsibilities: how duties are split between agency and hirer.
- Duration: short, recurring or longer assignments.
The hirer and agency perspective
- Be clear which party is responsible for which obligations.
- Set out the assignment scope, duration and expectations.
- Apply equal-treatment rules where they exist.
- Coordinate induction, safety and supervision on assignment.
- Keep records that reflect the three-party arrangement.
The worker perspective
- Understand the terms of your engagement with the agency.
- Know who supervises you and who to contact about issues.
- Check what equal-treatment protections may apply.
- Keep a record of assignments, hours and any agreed terms.
- Ask the agency about how and when assignments are confirmed.
How this varies
How agency work is regulated, what equal-treatment rules apply and how responsibilities are split between agency and hirer differ between countries and can change over time. Some places have detailed frameworks; others take a lighter approach.
Because these specifics vary and are updated, confirm the current rules with the official labour authority or a qualified adviser in the relevant country before relying on any particular arrangement.
Common misunderstandings
- Assuming agency workers have no rights or protections.
- Being unclear about which party holds which responsibility.
- Overlooking equal-treatment rules where they apply.
- Treating agency work and direct employment as identical.
- Failing to keep records across the three-party relationship.
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