Single Status of Worker

Joshua Reynolds Excerpts

Wednesday 15th April 2026 Westminster Hall

[Mr Joshua Reynolds (Maidenhead) (LD)]

It is a pleasure to serve under your chairmanship, Mr Efford. I thank the hon. Member for Ellesmere Port and Bromborough (Justin Madders), with whom I sit on the Business and Trade Committee, for securing this debate.

The world of work has changed beyond recognition in the past several decades, but our employment laws have been severely left behind. We still sort people in work into three rigid categories—employees, workers and the self-employed. The framework for that was built in a different era, when people had one job, one employer and the reasonable expectation that the law would protect them if things went wrong.

That is obviously not the reality for millions of people today. It is not the reality for the delivery drivers who log into apps and spend hours under the management of an algorithm; they cannot set their prices and they are disciplined if their ratings drop, yet when they fall ill or are injured on the job, they are told, “Sorry, you are self-employed—you are on your own.” It is also not the reality for the agency care worker who has been looking after the same vulnerable residents for years without ever accruing a single day of redundancy protection, and it is not the reality for the freelance designer who depends entirely on one client but has no holiday pay, parental leave or pension contributions.

These people are trapped in a gap in the law. They are doing essential work, but they are being denied the essential rights that go along with that. The legal case that created those gaps was rooted in case law going back to 1968 and relied on concepts designed for the factory floor, not for the platform economy. It means that the rights of many workers depend not on the work they do or the hours they put in but on how cleverly designed their contract is. Let us be completely honest about who benefits from those contracts and that complexity: it is most certainly not the worker.

The problem has not gone unexamined. The Taylor review reported in July 2017 and recommended significant reforms. The Government of the day responded with the “Good Work Plan” in December 2018 and committed to legislate. Although the previous Government identified the problem and promised to fix it, they never did, and that has left people waiting for far too long. The current Government have taken important steps in the Employment Rights Act 2025: guaranteed hours for workers if they want them, a day one right to make flexible working requests and the establishment of the Fair Work Agency. Those steps are all welcome, but the Act did not address the fundamental structural problem that the categories themselves are broken. The Government can strengthen the rights attached to the “worker” category, but if people cannot tell which category they fall into, those rights remain words on the page. The Government’s next steps document commits to consulting on a simpler two-part framework for employment status, but we have been here before, and consultation commitments alone are not enough.

The Liberal Democrats believe that reform in this area should be built on clear principles. First, we need a dependent contractor status that sits between those who are fully employed and those who are genuinely self-employed. If someone works personally for another party and is not guaranteed business on their own account, they should have access to minimum levels of earnings, sick pay and holiday entitlement. The idea that someone can work full time for a single company and have fewer rights than a Saturday shop assistant is an indictment of our current system.

Secondly, the tax and national insurance treatment for employers in different categories must be aligned, because the current framework creates fiscal incentives for businesses to push people out of the protections they deserve. When it is cheaper to classify someone as self-employed, that is exactly what happens, and the cost is borne by the worker, and ultimately the Government.

The third principle concerns the burden of proof in disputes, which should shift from the individual to the employer, because asking someone on low or irregular pay with no savings and no legal protection to take on that legal risk against the company that controls their livelihood is not a fair fight. If an employer has classified someone as self-employed, it should be for the employer to justify that decision.

Fourthly, the Liberal Democrats believe that pension provision for those in non-standard work must be addressed urgently. Far too many people in the gig economy sector are building no retirement security whatever. They are invisible to the auto-enrolment system, and when they reach retirement with nothing, that cost will fall on us. In the Commons, we are currently going through the Lords amendments to the Pensions Schemes Bill. The Government should be acting on the issue in the Bill.

Finally, where zero-hours contracts remain, there is a strong case for a higher minimum wage at times of normal demand to begin rebalancing the risk that currently falls entirely on the shoulders of those people who are least able to bear it. I urge the Minister to confirm when the promised consultation on employment status reform will come forward and to commit to a timetable for legislation that does not repeat the sorry patterns of promises and retreats that we have seen from Government time and again, because the people caught in the gap have been patient for a long time. They have been told time and again that reform is coming and they deserve more than warm words; they deserve the law to be on their side.