The UK arguably leads the world in the use of temporary workers, ‘atypical workers’ contracts and casual workers. But the European employment law framework struggles to keep up, and often attempts to ban or limit these relationships in favour of the more traditional employment model. Pending changes on ‘improving’ temporary employees’ rights and removing VAT inputs on temporary staff, have deformed the UK market . In the long run, the lack of long term mutual obligation between end client and worker that is at the heart of the British temp market may turn out to be closer to the long term model for many workplace arrangements in many sectors. The future generation of workers will not recognise the current UK employment law framework, rooted as it is on the older “master and servant” framework of the 19th century. Whilst the 19th century model has survived, w
