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Information on Casual Workers

Casual Workers

As part of the Methodist Church's commitment to being an ethical employer, local churches, circuits, districts and other Methodist employing bodies should seek to engage individuals under arrangements that are transparent, fair and reflective of the reality of the work being undertaken. Selecting the appropriate employment status, undertaking proper workforce planning, using clear written agreements and complying with legal obligations are important elements of good employment practice.

Before engaging an individual as a casual worker, employing bodies should consider whether the work is genuinely occasional or irregular, or whether a permanent or fixed-term contract may be more appropriate. Where there is an ongoing need for a role, employing bodies are encouraged to consider arrangements that provide greater clarity, security and continuity for both the individual and the employing body.

What is a Casual Worker?

A casual worker is someone engaged on an ad hoc or irregular basis, where:

  • There is no guarantee of work.
  • The employing body is not obliged to offer work.
  • The individual is not obliged to accept work offered.
  • Each engagement is separate and distinct.

Examples may include:

  • Musicians engaged for occasional services or events.
  • Event staff.
  • Holiday or sickness cover.
  • Sessional workers engaged for specific short-term activities.
  • Individuals carrying out genuinely intermittent work.

When is a Casual Worker Arrangement Appropriate?

A casual worker arrangement may be suitable where:

  • The work is genuinely irregular, occasional or seasonal.
  • There is an unpredictable or fluctuating requirement for support.
  • The employing body cannot guarantee hours of work.
  • There is no expectation of ongoing work between assignments.
  • The individual is genuinely free to accept or decline work offered.

When Should Other Arrangements be Considered?

Employing bodies should review whether a permanent or fixed-term contract would be more appropriate where:

  • The work is regular and ongoing.
  • There is a continuing need for the role.
  • The individual works established or predictable hours.
  • The role forms part of the normal activities of the church, circuit or district.
  • There is an expectation that work will continue for a defined period.

Where work is required for a specific project, temporary need or defined period, a fixed-term contract may provide greater clarity and security for both the employing body and the individual.

The fact that work is part-time or involves only a small number of hours does not, by itself, make a casual worker arrangement appropriate.

Written Agreement

Before any casual work commences, a written Casual Worker Agreement should be in place.

The agreement should clearly set out:

  • The nature of the engagement.
  • The basis on which work will be offered and accepted.
  • Payment arrangements.
  • The absence of any guarantee of work.
  • The rights and responsibilities of each party.

Whilst a written agreement will not by itself determine legal status, it provides an important record of the intended arrangement and supports good employment practice and governance.

Right to Work

Employing bodies engaging casual workers should ensure that any applicable right to work requirements have been considered before work commences.

From 1 October 2026, the right to work regime is being extended to cover a broader range of paid working arrangements beyond traditional employment relationships. This may include certain casual worker arrangements. Section 48 of the Border Security, Asylum and Immigration Act 2025 extends the scope of the illegal working regime to a wider range of labour arrangements. [dlapiper.com], [ein.org.uk]

Where casual workers are engaged, employing bodies should consider:

  • Whether a right to work check is required.
  • Who is responsible for carrying out any required checks.
  • What records should be retained.
  • Whether the worker is engaged directly or supplied through an agency or third-party provider.

Where a worker is supplied through an agency or other provider, responsibility for right to work checks should be clearly understood and documented rather than assumed. [gov.uk], [dlapiper.com]

Good Practice

Before engaging a casual worker, employing bodies should:

  • Consider whether a casual worker arrangement genuinely reflects the nature of the work.
  • Ensure a written Casual Worker Agreement is in place before work commences.
  • Confirm that any required right to work checks have been completed.
  • Keep appropriate records relating to the engagement.
  • Review arrangements regularly where work becomes more frequent or ongoing.
  • Seek advice where there is uncertainty about employment status or right to work requirements.

As good practice, employing bodies may wish to maintain a simple register of individuals providing work or services, recording:

  • How they are engaged.
  • Whether a right to work check is required.
  • Who is responsible for undertaking any required checks.
  • Where evidence of those checks is retained.

This can help provide clarity, support good governance and demonstrate compliance if required.

Reviewing Arrangements

It is important that the contractual arrangement reflects the reality of the working relationship.

Where a casual worker begins to work regular hours, undertakes ongoing duties, or becomes integrated into the normal activities of the church, circuit or district, the employing body should review the arrangement and consider whether a permanent or fixed-term contract would be more appropriate.

Regular reviews help ensure that employment arrangements remain fair, legally compliant and consistent with the Church's values as an ethical employer.

Volunteers

Casual workers should not be confused with volunteers.

A genuine volunteer gives their time freely and would normally receive only reimbursement of reasonable out-of-pocket expenses. Our current understanding is that the extension of the right to work regime is focused on paid working arrangements rather than genuine volunteering. However, employing bodies should ensure that volunteer arrangements remain genuinely voluntary and do not inadvertently create a worker, contractor or employment relationship. [dlapiper.com], [ein.org.uk]

Further Advice

Where there is uncertainty about employment status, the appropriateness of a casual worker arrangement, or right to work requirements, employing bodies are encouraged to seek advice before proceeding. Early consideration and proper planning can help ensure that individuals are engaged under arrangements that are fair, transparent and appropriate to the needs of both the employing body and the individual.