Guidance

Overview of the Conduct Regulations 2003

Updated 22 June 2026

This guidance aims to help employment agencies, employment businesses and the recruitment sector to understand The Conduct of Employment Agencies and Employment Businesses Regulations 2003.

It should not be taken as an authoritative statement on the law or a substitute for taking legal advice.

Definitions of terms   

This section explains the definition of some of the terms used in this guidance. They are explained again within the context they’re first used. 

Term	What it means
Act	The Employment Agencies Act 1973.
Booking confirmation	A document provided by the agency when an assignment is offered. It may be by text, messaging system or email and should detail the particulars of the work being offered.
Employment agency	A business that finds permanent roles where the work-seeker is employed by the hirer, either short or long term.
Employment business	A business that finds and supplies temporary work-seekers roles with hirers.
Hirer	The agency’s client that the work-seeker is introduced or supplied to and carries out work for.
Introduction	When a work-seeker is introduced to a hirer before any work commences.This could be by way of an interview or submission of a work-seeker’s CV to a potential hirer.
Recruitment agency	A generic term for a business that finds temporary, permanent or contract work for work-seekers.
Regulations	The Conduct of Employment Agencies and Employment Businesses Regulations 2003 (last amended in 2019).
Supply	When a work-seeker begins working for the hirer.
Terms	Terms of engagement that must be agreed with a work-seeker before the start of any work-finding services. This document is often referred to as a contract or terms and conditions.
Umbrella company	An umbrella company is a business often used by an employment business to pay temporary workers. In most cases, the umbrella company employs the agency worker and pays their wages through PAYE. Employment businesses can find guidance on steps they can take to protect themselves, their temporary workers and their hirers when working with umbrella companies.
Work-seeker	A person who’s looking for or being found work through an employment agency or employment business. This includes self-employed people and limited-company work-seekers.

About the Fair Work Agency 

On 7 April 2026, the Fair Work Agency (FWA) brought together several state enforcement bodies, including the Employment Agency Standards Inspectorate (EAS).  

FWA is responsible for enforcing a wide range of labour market legislation and protecting workers.  

One of its functions is to act as the state regulator for employment businesses and agencies in England, Scotland and Wales.   

Our responsibilities as state regulator of the private recruitment sector  

We’re responsible for:  

• working with employment agencies and businesses to help them comply with the law  
• investigating complaints received from agency workers  
• carrying out targeted operations in occupation or geographical sectors based on risk profiling   
• taking enforcement action, including warning letters, Labour Market Enforcement Undertakings (LMEUs) and, or ,orders, prosecution or prohibition  

Find out more about the Fair Work Agency. 

Recruitment agencies in Northern Ireland  

If your employment business or agency is based in Northern Ireland, the Employment Agency Inspectorate (EAI) is likely to be their regulator.  

Find out more about the EAI. 

The laws agencies are governed by

There are specific laws relating to work-seekers and hirers when they use the services of an employment business or agency.  

Agencies must operate in accordance with the: 

•  Employment Agencies Act 1973 (the Act), amended  
• Conduct of Employment Agencies and Employment Businesses Regulations 2003 (the Conduct Regulations), amended

Recruitment agencies supplying workers in food production sectors

A recruitment agency supplying workers to work in agriculture, horticulture, shellfish gathering and associated food processing and packaging would be operating as a gangmaster.

To operate as a gangmaster, you must have a licence from the Fair Work Agency (FWA). These sectors are regulated through the gangmasters licensing regime under the Gangmasters (Licensing) Act 2004, which sets specific licensing standards that labour providers must comply with. 

It’s a criminal offence to ‘act’ as a gangmaster without a licence, or to ‘use’ an unlicensed gangmaster.

Find out more about gangmaster licences.

Who the Act applies to  

The Act applies to employment agencies and employment businesses, regardless if they are run to make a profit or by nonprofit bodies.   

The Employment Agencies Act 1973 and the associated Conduct Regulations 2003 apply irrespective of the employment status of the work-seeker.

What a recruitment agency is  

Recruitment agencies are businesses that offer work opportunities to their clients.  

There are 2 kinds:  

1. Employment agencies. These find work-seekers ‘permanent’ placements, where workers are employed by the hirer, either short or long term.
2. Employment businesses. These find work-seekers temporary assignments, where they employ and supply temporary and contract workers to work under the direction and control of hirers.

These are both commonly known as agencies by the public.   

Employment agencies  

An employment agency is defined as a business that provides services – whether by the provision of information or otherwise – for the purpose of finding workers employment with employers, or supplying employers with workers who will be employed by them.  

The Act applies to a wide range of agencies, from recruitment agencies to specialist agencies, such as entertainment and modelling agents, online platforms and executive search consultants.  

Employment businesses  

An employment business is defined as a business that supplies workers who are in its employment to act for, and be under the control of, other people, in any capacity.  

This covers the hiring out of workers on a temporary basis and is frequently called ‘temping’. The Act and Regulations do not apply to sub-contracting – independent contractors undertaking specific tasks using their own staff acting and remaining under their direction and control.  

Fees  

Employment agencies and businesses are prohibited from charging fees to workers for finding or trying to find them jobs. Exceptions to this are for finding jobs for performers and certain other workers in the entertainment field, and photographic or fashion models.  

The Act does not regulate the fees charged to hirers by employment agencies and businesses, or the rates paid by the employment businesses to workers employed by them.  

However, should an employment business intend to charge transfer fees to hirers, for example where they permanently employ a worker supplied to them by an employment business, they must follow the requirements set out in Regulation 10.

An overview of the Conduct Regulations  

General obligations  

Regulation	What it covers
Regulation 5	Restriction on agencies and employment businesses requiring work-seekers to use additional services.
Regulation 6	Restriction on detrimental action relating to work-seekers working elsewhere.
Regulation 7	Restriction on providing work-seekers in industrial disputes.
Regulation 8	Restriction on paying work-seekers’ remuneration.
Regulation 10	Restriction on charges to hirers.
Regulation 12	Prohibition on employment businesses withholding payment to work-seekers on certain grounds.

Requirements to be satisfied before work-finding services are provided

Regulation	What it covers
Regulation 13	Notification of charges and the terms of offers.
Regulation 13A	Key Information Document (KID).
Regulation 14	Requirement to obtain agreement to terms with work-seekers, and Regulation.
Regulation 15	Content of terms with work-seekers: Employment businesses.
Regulation 16	Requirement to obtain agreement to terms with work-seekers and content of terms with work-seekers: Agencies.

Requirements to be satisfied in relation to the introduction or supply of a work-seeker to a hirer 

Regulation	What it covers
Regulation 18	Information to be obtained from a hirer.
Regulation 19	Confirmations to be obtained about a work-seeker.
Regulation 20	Steps to be taken for the protection of the work-seeker and the hirer.
Regulation 21	Provision of information to work-seekers and hirers.
Regulation 22	Additional requirements where professional qualifications or authorisation is required, or where work-seekers are to work with vulnerable persons.

Special situations

Regulation	What it covers
Regulation 23	Situations where more than 1 agency or employment business is involved.
Regulation 24	Situations where work-seekers are provided with travel or required to live away from home.

Client accounts and charges to work-seekers

Regulation	What it covers
Regulation 25	Client accounts.
Regulation 26	Circumstances in which fees may be charged to work-seekers.

Miscellaneous  

Regulation	What it covers
Regulation 27	Advertisements.
Regulation 27A	Advertising in other EAA states.
Regulation 28	Confidentiality.
Regulation 29	Records.
Regulation 30	Civil liability.
Regulation 31	Effect of prohibited or unenforceable terms and recoverability of monies.
Regulation 32	Application of the Regulations to work-seekers who are incorporated.
Regulation 33	Electronic and other communications.
Regulation 34	Review

An overview of the Conduct Regulations and consequences of non-compliance   

The Conduct Regulations were implemented by the Secretary of State under Section 5 of the Act and are designed to set standards of conduct for those operating in the recruitment sector. The Conduct Regulations set the standards to be met.  

Any person who contravenes the Act and, or, the Conduct Regulations is guilty of an offence and liable to a fine on conviction.   

Where FWA believes that an offence has been committed, we may consider seeking a Labour Market Enforcement Undertaking (LMEU), for a period of up to 2 years.  

If an LMEU cannot be agreed or, once in place is not complied with, we can apply for a Labour Market Enforcement Order (LMEO), for a period of up to 2 years, through the courts. If a person fails to comply with the LMEO, they could be fined or imprisoned for up to 2 years.  

The Secretary of State can also consider applying for a prohibition order against a person from carrying on, or being concerned with the carrying on of, an employment agency or employment business for up to a maximum of 10 years on the grounds of misconduct or unsuitability.  

Find out more about the FWA’s enforcement policy.

Restrictions on charging transfer fees to hirers

The Conduct Regulations do not regulate the amount of fees that employment agencies or employment businesses may charge their clients (hirers). Fee levels are treated as a commercial business to business agreement between you and the hirer.  

However, if you choose to charge a transfer fee, you must comply with the specific requirements set out in Regulation 10.  

If you operate as an employment business, any transfer fee you intend to charge must be stated in your terms of business with the hirer. This includes the circumstances when the fee applies and the relevant time limits.

As an employment business, you may charge a transfer fee when a hirer:  

• takes on your temporary work-seeker directly on a permanent basis  
• engages them via another employment business 
• introduces the worker to a third party, who then engages them 

Offering an extended period of hire  

If the hirer wishes to take the worker on directly or via another employment business, you must give the hirer the option of an extended period of hire as an alternative to paying a transfer fee. The hirer must be free to choose the option they prefer.  

An extended period of hire means continuing to supply the worker to the hirer for a defined period, on terms no less favourable than those that applied before the hirer told you of their intention. When this period ends, the hirer may take on the worker without paying a transfer fee.  

Failure to offer this option makes any requirement to pay a transfer fee unenforceable, except where the hirer introduces the worker to be engaged by a third party.  

The ‘relevant period’  

Transfer fees may only be charged if the event that allows a transfer fee to be charged occurs within the relevant period. This is defined as:  

• 14 weeks from the day after the worker starts their first assignment with the hirer, or  
• 8 weeks from the last day the worker worked for the hirer, whichever ends later  

If the worker has undertaken more than 1 assignment for the hirer and there is a gap of more than 42 days between assignments, the later assignment is treated as if it were the first.  

You can only charge a transfer fee outside the relevant period if you introduced a work-seeker to a hirer but never supplied them as a temporary worker. In such cases, you may charge a fee if the hirer later engages the individual directly, but only where this is stated in your agreed terms of business.  

To be enforceable, your terms of business must also set out the specific time period during which you may charge a fee in situations where there has been introduction but no supply.

Prohibition on employment businesses withholding payment to work-seekers on certain grounds

An employment business must not withhold pay from a work-seeker they have supplied to a hirer for work they have done under Regulation 12.

You must not withhold or threaten to withhold pay because:

• the hirer has not paid you
• the work-seeker has not provided timesheets confirmed by the hirer (provided the employment business can satisfy itself by other means)
• the work-seeker did not work during a different period
• any issue that is within your control

Additional goods or services

Under Section 6(1) of the Act, an employment agency or employment business must not charge a work-seeker a fee for finding them work, unless you’re an employment agency operating in the entertainment and modelling sectors.

You may, however, offer other services that are not related to work-finding and you may charge a fee for those.  

Under Regulation 5, you must not make access to your work-finding services conditional on the work-seeker using any additional goods or services provided either by you or by any person you’re connected to. The meaning of “connected” is set out in Regulation 3. 

Regulation 13 requires you to give work-seekers written details of any goods or services they may be charged a fee for. This information must be provided before you, or any third party, provide or arrange those goods or services for the first time. You must also make sure that work-seekers can withdraw from such services without suffering any detriment.  

Information that must be provided in writing if a work-seeker will be charged for a service

Requirement	What this means
The amount or method of calculation of a fee.	Explain exactly how much the work-seeker will be charged for the service you’re arranging or providing. Where an exact fee is not known, you should detail the calculation of the fee.
The identity of who the fee is payable to, or will be payable.	Who the work-seeker will pay the fee to. This may be your business or a third party.
A description of the services or goods to which the fee relates.	Details about the services or goods that the work-seeker is paying for. You should give  as much information as possible.
A statement of the work-seeker’s right to cancel or withdraw from the service.	Explain that the work-seeker has the right to cancel or withdraw from the service (provided by you) for which they are paying a fee.
The notice period to cancel or withdraw.	Detail how much notice you expect the work-seeker to give you when cancelling or withdrawing from the service you are providing. Note that under Regulation 5 (Restriction on requiring work-seekers to use additional services), you cannot request the work-seeker gives the provider of services any more notice than 5 business days or, for services relating to the provision of living accommodation, notice of 10 business days.
Refunds or rebates payable to the work-seeker.	Details regarding the scale of any refunds or rebates, and if no refunds or rebates are payable, a statement to that effect.

Key Information Documents

Under Regulation 13A, employment businesses must give all temporary work-seekers who register with them on or after 6th April 2020 a Key Information Document (KID) before agreeing terms with them.  

KIDs give agency workers details about how they will be engaged, including pay-related facts. Read further guidance on providing a KID and download template documents you may amend.

Terms of engagement with work-seekers

Regulations 14 and 15 relate only to employment businesses and set a requirement to agree terms of engagement with work-seekers and the minimum content that must be agreed in those terms. This may be called a contract, terms or terms and conditions.

These must be agreed with the work-seeker before providing any work-finding services. There’s no obligation for terms to be signed by the work-seeker, but you must be able to show that they’ve been agreed.  

The minimum information that must be agreed in the terms  

Requirement	What this means
A statement that the employment business will operate as an employment business in relation to the work-seeker.	Explain that you’re operating as an employment business. This informs the work-seeker that you’re seeking temporary work on their behalf.
The type of work the employment business will find or seek to find for the work-seeker.	Explain the type of work that will be sought on behalf of the work-seeker.
How the work-seeker will be engaged.	Provide a statement to say if the work-seeker will be employed by the employment business under a contract of service or apprenticeship, or a contract for services.
An undertaking that the employment business will pay the work-seeker for work done by them, whether or not it’s paid by the hirer.	Include an undertaking to pay the work-seeker for all hours worked, even if you do not receive payment from the hirer.
The notice period.	Explain how much notice the work-seeker must give and will receive to terminate their assignment with each hirer.
The rate of remuneration.	Detail either the actual rate of pay payable to the work-seeker or the minimum rate of pay that you expect to be able to achieve for each assignment that you send the work-seeker to.
The intervals of pay.	Detail the intervals at which wages will be paid to the work-seeker.
Holiday entitlement.	Advise the work-seeker of any entitlement to annual leave and holiday pay.

Obtaining information about an assignment from a hirer

Regulation 18 provides that employment agencies and employment businesses must not introduce or supply a work-seeker to a hirer unless it has sufficient information from the hirer to select a suitable work-seeker for the position.   

This means that before introduction (sending a work-seeker for an interview or submission of a CV) or supply (supplying a work-seeker to do work) you need a minimum amount of information about the job and conditions under which the work-seeker will be expected to work.  

Overview of the information that must be obtained

Requirement	What this means
Identity of the hirer.	The name of your client.
Nature of the hirer’s business.	A brief description of your client’s business.
Start date.	The date when the work will start.
Duration of assignment.	The length of time the assignment is expected to last, or an end date. If there’s no fixed end date, you could agree that the work will be ongoing, but the likely duration must still be stated.
The position to be filled.	Job title.
The type of work that the worker is expected to do.	An overview of the duties that the work-seeker will be expected to do during the assignment.
Location.	The location where the work-seeker will normally be expected to do the assignment.
Days and hours of work.	Detail the days and hours that the work-seeker will be expected to work.
Any known health or safety risks.	You’re required to get information from the hirer about any known health or safety risks. Where there are known risks, you must confirm what steps are being taken by the hirer to prevent or control them. This would include obtaining information from the hirer about any personal protective equipment (PPE) that the work-seeker would need to wear.
Any experience, training, qualifications and authorisations deemed necessary by the hirer, or required by law or any professional body.	Detail any experience, training, qualifications or authorisations that are required by the hirer, a professional body or the law, to work in the assignment.
Expenses payable by or to the worker.	Note any expenses payable to, or by the work-seeker.

Further obligations for employment agencies

Requirement	What this means
The minimum rate of remuneration and other benefits payable to the worker.	Detail the minimum amount of pay that the hirer will be prepared to pay to the work-seeker, along with any benefits.
The intervals of pay.	Detail the frequency that the work-seeker will receive pay.
The notice period the worker is entitled to receive and give to terminate employment with the hirer.	How much notice the work-seeker has to give and is entitled to receive to bring their employment to an end.

Confirmations to be obtained about a work-seeker

Under Regulation 19, an employment business must not introduce or supply a work‑seeker to a hirer unless it has confirmed the identity of the work‑seeker by checking an identity document such as a passport, driving licence or birth certificate. 

This requirement also applies where the work‑seeker provides services through a limited company and covers both the company and the individuals doing the work.

The employment business must also confirm that the work‑seeker has the experience, training, qualifications and any authorisation required either by the hirer, by law or by a relevant professional body to perform the role. An authorisation required by law includes the right to work in the United Kingdom. 

This requirement can be met during the registration process by asking for and viewing evidence such as certificates, training records or professional registrations. Evidence must be kept to show that these checks have been done.

These requirements also apply to employment agencies that introduce permanent workers to be employed in roles that involve working with vulnerable people. 

Work‑seekers cannot opt out of the Conduct Regulations where the role involves working with vulnerable people, even if they would otherwise be entitled to opt out under Regulation 32(9).

Employment businesses and agencies should be aware of their obligations under right to work legislation and Regulation 22. 

Employment businesses and agencies must also confirm that the work‑seeker is willing to work in the position before introducing or supplying them to the hirer. 

Steps to be taken for the protection of the work-seeker and the hirer 

Under Regulation 20, employment agencies and employment businesses must take all reasonably practicable steps to ensure that placing a work-seeker in a role is not detrimental to the interests of either the work-seeker or the hirer.

Regulation 20 also sets out what must happen when an agency or employment business receives information indicating that a work-seeker may be unsuitable for the position they are in.   

Information that shows or suggests a worker Is not suitable could include:  

• evidence that identity documents, qualifications or authorisations supplied were fraudulent  
• information from the police or another authority indicating the individual is unsuitable to continue in the role  

The required actions differ for employment businesses and employment agencies.   

Employment businesses   

If an employment business gets information showing the work-seeker is not suitable   

The employment business must end supply without delay. This means the same day, or where not reasonably practicable, the next business day.   

For example, if the police inform the employment business that the worker has committed an offence that makes them unsuitable to remain in the role, supply must be ended immediately.  

If an employment business gets information indicating the work-seeker might be unsuitable, but not yet proven  

The employment business must, without delay:   

• inform the hirer  
• carry out appropriate investigations  
• update the hirer with the enquiries made and any information obtained  

If those investigations later provide confirmation that the individual is unsuitable, the employment business must end supply immediately.   

Employment agencies   

Where the work-seeker is employed directly by the hirer

Within 3 months of introducing the work-seeker, the employment agency must inform the hirer without delay if it becomes aware of any information suggesting the work-seeker may be unsuitable or is not suitable for the position.   

This applies regardless of whether the information is conclusive or preliminary.

Provision of information to work-seekers and hirers   

What you must give to the hirer   

Regulation 21(1)(a) provides that when an employment agency or employment business proposes a work-seeker to a hirer, it must give the hirer all the information it has obtained about the work-seeker under the requirements of Regulation 19.    

This can be provided verbally but must be confirmed in writing within 3 business days and should include the work-seeker’s name (and company name if a limited company), experience, training, qualifications and authorisations that they have to undertake the role, and a statement that the work-seeker is willing to do the work in question.   

If you’re acting as an employment business, you must also tell the hirer what contractual basis you’ve engaged the work‑seeker on – a contract for services, employed under a contract of employment (contract of service) or apprenticeship. 

What you must give to the work-seeker   

Under Regulation 21(1)(b), when an agency or employment business offers a work-seeker a position with a hirer, it must give the work-seeker the information about the hirer that it has obtained under the requirements of Regulation 18.   

If  you’re acting as an employment business and have not agreed the actual rate of pay with the work-seeker, under Regulation 15(d)(i), you must do so at this stage.   

 Information about the hirer to share with the work-seeker 

Requirement	What this means
Identity of the hirer.	The name of your client.
Nature of the hirer’s business.	A brief description of your client’s business.
Start date.	The date on which the work will start.
Duration of assignment.	This is the length of time the assignment is expected to last or an end date. If there’s no fixed end date, you could detail that the work will be ongoing, but the likely duration must still be stated.
The position to be filled.	Job title.
The type of work that the worker is expected to undertake.	A summary of the duties that the work-seeker will be expected to do during the assignment.
Location.	This is the location where the work-seeker will be expected to do the assignment.
Days and hours of work.	Detail the days and hours that the work-seeker will be expected to work.
Any known health or safety risks.	You’re required to tell the work-seeker information you have from the hirer about known health or safety risks. Where there are no known risks, this must be communicated to the work-seeker. Where there are known risks, you must also detail what steps are being taken by the hirer to prevent or control these risks.
Any experience, training, qualifications and authorisations deemed necessary by the hirer or required by law or any professional body.	Detail any experience, training, qualifications or authorisations that are required by the hirer, a professional body or the law for the work‑seeker to work in the assignment.
Rate of pay.	If you have not already agreed an exact rate of pay within your terms of engagement, you must do so here.
Expenses payable by or to the worker.	You should also note any expenses that will be payable by or to the work-seeker.

Further obligations for employment agencies

Requirement	What this means
The minimum rate of remuneration and other benefits payable to the worker.	Detail the minimum amount of pay that the hirer will be prepared to pay to the work-seeker, along with any benefits.
The intervals of pay.	Detail the frequency that the work-seeker will get wages.
The notice period the worker is entitled to receive and give to terminate employment with the hirer.	How much notice the work-seeker has to give and is entitled to receive to bring their employment to an end.

Additional requirements where professional qualifications or authorisation is required, or where work-seekers are to work with vulnerable persons

Regulation 22 requires the employment business to get copies of a work-seeker’s qualifications or authorisations that they are required by law or a professional body to hold, to work in the position.

The copies must be offered to be provided to the hirer before the work-seeker is supplied or introduced to them.

Right to work authorisation is required by law. You must be able to show that you have copies of the documents you used to confirm a work-seeker’s right to work. You must also be able to show that you offered copies of the documents to the hirer.

This regulation also sets out additional requirements if work-seekers are to work with vulnerable people.  

A vulnerable person is defined in the Conduct Regulations as “any person who by reason of age, infirmity, illness, disability or any other circumstance is in need of care or attention and includes any person under the age of 18”.

Before introducing or supplying a work-seeker to a role where they’ll be working with vulnerable people, employment businesses and employment agencies must:

• get 2 written references from people who are not related to the work-seeker and who have agreed that their reference can be shared with the hirer
• get copies of required qualifications and authorisations required by law, professional body or the hirer.  This could include DBS certificates, professional registrations or any other statutory or role‑specific authorisations. You’re required to offer copies of these documents and references to the hirer before introducing or supplying the work‑seeker

If you cannot get all the required information   

If you have not been able to get all required references or qualification documents, you may still introduce or supply the worker if you can show that you told the hirer:   

• what information you were not able to get 
• the steps you took to get it 
• they can see the documents you did get

This makes the hirer aware they would be accepting a worker ‘at risk’.

Advertising roles

Regulation 27 requires that in every advert, employment agencies and employment businesses make their full name of business clear. You must also say whether the role being advertised is temporary or permanent.   

There are further requirements when advertising specific job roles. You must not advertise any role unless you have: 

• information about all the specific positions included in the ad
• written authority from the hirer to find work-seekers for each role being advertised

If you post a generic ad for workers, for no particular hirer, you do not need to have the authority of the hirer or have information about the roles being advertised.

If you refer to a rate of pay, you must also say:   

• the nature of the work   
• the location   
• the minimum experience, training and qualifications the work-seeker needs to have to receive those rates of pay

Records   

Regulation 29 provides that employment agencies and businesses must keep records that are sufficient to show that you’ve complied with all the provisions of the Act and the Conduct Regulations.    

You must keep information about:   

• work-seekers you provide work-finding services to   
• hirers you introduce or supply work-seekers to

These records must be kept for at least 12 months after their creation and retained for at least 12 months following the date that you last provided work-finding services to either a work-seeker or hirer.

You can keep records either at the premises where you trade or elsewhere, as long as they’re accessible and can be delivered to the trading premises to which they relate if requested by an FWA compliance inspector.

If the records are kept elsewhere, they must be delivered by no later than the end of the second business day following the day on which a request for them is made.   

You are not required to keep details of a work-seeker if you take no action to find work for them. For example, if you receive a high volume of speculative CVs that are not used, records do not need to be kept on these work-seekers.

Further information and guidance  

There’s a collection of information about the obligations of employment agencies and employment businesses.

You can contact us by:

• email, at contact@fairworkagency.gov.uk  
• post, at FWA Operations, Compliance Team, Old Admiralty Building, Admiralty Place, London, SW1A 2DY 
• phone, on 0345 161 6000

Monday to Friday, 9am to 5pm (except public holidays) 

Find out about call charges

Other organisations that can help

Advisory, Conciliation and Arbitration Service

The Advisory, Conciliation and Arbitration Service (Acas) provides free and impartial information and advice to agencies, employers, workers and employees on all aspects of workplace relations and employment law. They also provide training and tailored advice to employers.  

Visit the Acas website  for more information, or call 0300 123 1100.