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Temporary and seasonal workers making a claim

Updated: September 27, 2025
By Chris Salmon

If you are working on a temporary or seasonal contract and are injured at work, you may still have the same right to claim compensation as permanent employees. UK law protects all workers, regardless of the type of contract, if their injury was caused by their employer’s negligence.

Employer responsibilities

Employers owe a duty of care to all workers on their site, including temporary staff and seasonal workers. This means they must:

• Provide a safe working environment.
• Offer proper training for tasks you are asked to carry out.
• Supply suitable personal protective equipment (PPE).
• Carry out risk assessments and address hazards.

If an employer fails in these duties and you are injured, you may be entitled to claim compensation.

Agency and zero-hours contracts

If you are employed by an agency, your employer’s liability may depend on who controls your work and provides equipment. In most cases:

• The business where you work is responsible for your health and safety.
• The agency may also share responsibility if they failed to check working conditions.

If you are on a zero-hours contract, you still have the same right to a safe workplace. Compensation claims can usually be made against the company you were working for at the time of your injury.

Common accidents affecting temporary workers

Temporary and seasonal workers are sometimes at higher risk because they may not receive the same level of training as permanent staff. Common accidents include:

• Slips, trips and falls on site.
• Injuries caused by unsafe machinery or equipment.
• Manual handling injuries, such as back or shoulder strain.
• Accidents caused by poor training or lack of supervision.

Can I claim compensation?

Yes. If your injury happened in the last 3 years and your employer (or another responsible party) was at fault, you can usually make a claim. Compensation can cover:

• Lost income, including seasonal earnings you would reasonably have expected to make.
• Medical treatment and rehabilitation costs.
• Pain, suffering and loss of amenity.
• Travel expenses and care costs.

What about sick pay?

Many temporary or seasonal workers are not entitled to contractual sick pay. However, you may qualify for Statutory Sick Pay (SSP) if you meet the eligibility criteria. If you do not, you may be able to apply for Universal Credit or other financial support while your claim is ongoing.

Making a No Win, No Fee claim

Most claims for temporary and seasonal workers are made on a No Win, No Fee basis. This means:

• You do not pay legal fees if your claim is unsuccessful.
• If you win, your solicitor will deduct a capped success fee (up to 25%) from your compensation.

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Conclusion

Being on a temporary or seasonal contract does not prevent you from claiming compensation if you are injured at work. Employers still owe you the same duty of care as permanent staff. If you are unsure about your rights, speak to a solicitor who can assess your case and explain your options for financial support and compensation.

About the author

Chris Salmon is a legal commentator and co-founder of Quittance Legal Services. He has written extensively about workplace accidents, employment rights and the claims process. Chris's work has been cited in national media and he regularly contributes practical guidance to help injured workers understand their options.

More about Chris and WAAC

Last reviewed September 2025 by Chris Salmon

Have you been injured at work?

If you have been injured at work in the last 3 years, you may be able to claim financial compensation.

Find out more about making a work accident claim:

• Do you qualify?
• How much compensation could you get?
• How does No Win, No Fee work?

Read more: Work accident claim guide