Employers are increasingly relying on alternative types of employment contracts to fit the requirements of their business or needs of their employees’. Some arrangements include fixed-term contracts, use of agency workers, part time contracts, annualised hours contracts, temporary or job sharing arrangements, zero hours contracts, home teleworkers and secondments. These arrangements raise legal issues, which employers need to be fully aware of, e.g. fixed-term workers who can claim unlimited compensation for discrimination; agency workers who may be treated as employees of the “end user” rather than the Agency.