On 14 January, we brought recruiters together for a focused session on what 2026 is already delivering: guaranteed hours proposals, joint and several liability, Conduct Regulation reform, and the expanding powers of the Fair Work Agency.
The feedback? Strong. Direct. And telling.
The common theme wasn’t panic. It was clarity. Recruiters left with a sharper understanding of what is changing, what is still consultation, and what they should be preparing for now.
“Engaging” and “Insightful”, But Also Candid
With speakers from HMRC and the Department for Business and Trade (DBT), the discussion went beyond commentary. It addressed real questions:
What will guaranteed hours mean in practice for agency supply?
How exposed are transfer fees under Employment Rights Act reforms?
What happens if hirers are required to offer permanent contracts?
How wide-ranging is the Conduct Regulations consultation?
Is joint and several liability likely to shift further?
The answers weren’t simplistic, and nor are the implications.
“A really helpful and insightful Seminar, having Industry Experts in the room with full knowledge of the legislation was key; and sets it apart from other events attended.”
– K Wren, Orion Group
Guaranteed Hours Rules for Agency Workers
Attendees were particularly interested in the proposed guaranteed hours requirements for agency workers under the Employment Rights Act reforms, which may require employers to offer permanent contracts to supplied agency workers who:
have been engaged for a defined qualifying period for agency workers, or
fall into a particular agency worker category (yet to be confirmed)
Both the qualifying period and the relevant worker categories remain subject to consultation, with further government announcements expected shortly.
Concerns focused especially on:
the future of transfer fees in recruitment
the risk that hirers may refuse to agree transfer fees if obliged to make permanent job offers
the potential cost impact on employers and recruitment agencies
a likely reduction in workforce flexibility and employer choice
The DBT emphasised that data would be required if these measures were likely to negatively affect economic growth or labour market flexibility.
The overwhelming view expressed at the seminar was that such measures are unlikely to enhance growth and may instead prompt negative reactions from employers, with consequential impact on the recruitment supply industry. Given the range of different businesses attending and the consistent depth of feeling on display this result may reflect views across the industry.
“The event was informative, engaging and well positioned in terms of its discussions. We had ample opportunity to share views and it was great to listen to some of feedback from both the attendees and the panel.”
– E Puddle, Simplicity in Business
Fair Work Agency and Agency Conduct Regulations Consultation
The drive to embed enforcement powers within the Fair Work Agency continues. Last week, the government also announced a consultation on the future of the Conduct of Employment Agencies and Employment Businesses Regulations.
Adrian Marlowe, CEO of Lawspeed, commented:
“Everything seemingly is up for review, including transfer fees in recruitment, key information documents (KIDs), the company opt-out, the qualifying period under the Agency Workers Regulations, and the inclusion of umbrella companies within the rules. We shall therefore be holding another seminar on 15th April to consider these changes with our agency audience.”
Why We’re Holding Another Seminar on 15 April
The January event made one thing clear: agencies want straight answers, not speculation. They want to understand:
what is likely
what is possible
what is avoidable
and how to structure their contracts and supply models accordingly.
That’s why we are holding a further recruitment regulations seminar on 15 April 2026.
Places will be limited and attendance is agency-focused. If you want to attend the 15th April Recruitment Regulations Seminar, join the waiting list and we will email you once places are released.
