Contracts and working arrangements can feel complicated, particularly when different parts of the performing arts use different terms and ways of engaging people.

This page is a practical starting point. It will help you understand how you are being engaged, check the important details before accepting work, recognise potential concerns and find trusted guidance when you need it.

You do not need to understand every aspect of contract or employment law before taking on freelance work. Focus on the questions that matter for the engagement in front of you, ask when something is unclear and keep a written record of what has been agreed.

1. Start with your working arrangement

People working freelance in theatre and the performing arts can be engaged in different ways. You might invoice as self-employed, be paid through payroll, work through an agency or company, or have a different arrangement from one job to the next.

The words used to describe the job do not necessarily decide your employment status. Your status can affect your tax, pay and workplace rights, so it is worth understanding the arrangement being offered.

Things to consider

• Who is engaging you and who will pay you?
• Will you submit an invoice or be paid through payroll?
• Is an agency, personal service company or other intermediary involved?
• Who decides when, where and how the work is carried out?
• What does the agreement say about your employment status and responsibilities?

If the arrangement is unclear, ask the engager to explain it before you accept the work.

2. Check the agreement before accepting

A written agreement gives everyone a clearer record of what has been offered and accepted. The relevant terms might appear in a contract, booking form, purchase order, email exchange or several different documents.

Before accepting, check that you understand:

• The work: your exact role or grade, responsibilities, what you are expected to do or deliver, who you report to, and any specific experience, training, qualifications or authorisation required.
• The commitment: the dates, expected hours, breaks, location, preparation, travel, touring and availability required.
• The fee or pay: how much you will receive, what the amount includes, whether holiday pay applies or is shown separately where relevant, and how any additional days, hours or work will be agreed and paid.
• Expenses: what is covered, whether approval is needed and when claims must be submitted.
• The payment route: whether you will invoice, be paid through payroll, work through an agency or use another arrangement.
• The payment date: when payment is due and whether you need to provide anything before it can be processed.
• The wider terms: what happens if plans change or work is cancelled, and any terms covering credit, recordings, confidentiality or use of your work.
• The related documents: any policies, handbooks, codes of conduct or other terms referred to in the agreement, and where you can read them.

If something important is missing or unclear, ask before accepting or signing where possible. If a contract or other documents arrive later, compare them with what was originally agreed and raise any differences promptly. Keep the agreement and any later changes in writing.

For a shorter checklist and sample wording for requesting written confirmation, use Before you accept: twelve questions.

Check the whole offer

Look beyond the headline fee. Consider the complete time, costs and responsibilities involved, then compare the offer with any relevant union agreement, minimum rate or industry guidance.

Use our Rate and day-fee calculator to explore the time and costs behind an offer.

The ALPD also have a great Contract Checklist tailored to different roles in the lighting team which you can check here.

3. Changes, cancellation and ending the work

Plans can change, but your agreement should help you understand what happens if work is cancelled, postponed, shortened, extended or ended early.

Things to consider

• How much notice each side must give to cancel, postpone or end the work.

• Whether different cancellation payments apply at different notice points, for example more than seven days before, within seven days, within 48 hours, on the day, or after you have travelled or arrived.

• What happens if a call, run, tour, project or agreed period of work is shortened.

• What will be paid for work already completed, preparation undertaken or dates held.

• What happens to non-refundable travel, accommodation, materials or other costs you have already committed to.

• How additional or changed work will be agreed and paid.

• What the agreement says about circumstances outside either side’s control.

There is no single cancellation scale that applies to every freelance engagement. The notice periods above are examples of terms you might negotiate, not automatic legal entitlements. A union agreement or sector contract may set different terms. Agree what applies to your booking and keep it in writing.

If plans change, ask what this means for the work, dates, fee and expenses. Keep any revised agreement in writing.

When plans change

1. Find the original agreement and any relevant union terms.
2. Write down what has changed.
3. Record any work completed, dates held and costs already incurred.
4. Ask what the change means for the fee, expenses and future dates.
5. Keep the response and any revised agreement in writing.

If you are unsure about your position, seek advice before agreeing to revised terms or taking formal action.

4. Credit, recordings, usage and AI

Before accepting work, check how your contribution will be credited, recorded and used. The agreement may cover more than the immediate production, performance or event.

Things to consider

• How will you and your work be credited?
• Will your work, performance, image or voice be photographed, filmed, recorded or digitally captured?
• Where, how and for how long may the material be used?
• Does the agreement include promotional, commercial, future or third-party use?
• Does it mention AI training, synthetic content, digital replicas or changes to your performance, image or voice?

Copyright, performers’ rights, usage rights and data protection are related but different. What applies will depend on the work and the agreement. If the wording is broad or unclear, ask for an explanation and seek specialist advice before agreeing.

5. Access, safety, safeguarding and working conditions

Before accepting work, check what support, policies and working arrangements are in place. Raise anything you need to work safely and effectively as early as you reasonably can.

During the work, speak up promptly if the task, schedule, staffing or conditions change, or if the work cannot be carried out safely as planned.

Things to consider

• Are the location, schedule and way of working accessible to you, and who should you contact about access requirements or reasonable adjustments?

• Are your role and tasks clear, and do you have the experience, skills, training, qualifications or authorisation needed to carry them out safely? If you do not know how to do something safely, say so.

• What risks and physical demands are involved? Have you received the relevant risk assessments, method statements, site rules or other safe-working information, and can you ask questions about them?

• What tools, equipment or personal protective equipment does the work require? Who is responsible for providing, checking and maintaining it, and what information or training will you receive?

• What working hours, breaks, rest and travel are planned? Consider your total workload across different clients and whether fatigue could affect your ability to work or travel safely.

• Who is responsible for supervising or controlling the work, and who should you tell if a task, staffing level, schedule or condition cannot be managed safely?

• How should you report a safety problem, accident, incident or near miss, and what first-aid and emergency arrangements are in place?

• If the work involves sensitive or potentially distressing material, what support is available and is there a named welfare or mental-health contact, such as a Mental Health First Aider, if available?

• If the work involves children or adults at risk, what safeguarding arrangements apply and who is the designated safeguarding contact?

Access, health and safety, safeguarding and employment rights are different areas. What applies may depend on your role, working arrangement, location and the nature of the work. Ask the engager, your union or an appropriate specialist organisation if you are unsure.

6. If an offer concerns you or something goes wrong

Not every opportunity will offer a standard fee or follow a familiar process. You may encounter low-paid work, unpaid opportunities, deferred payment or profit-share arrangements.

Before accepting, make sure you understand what is being offered, what you are expected to contribute and what will happen if the arrangement does not go to plan.

Things to consider

• Is any payment guaranteed, and when will it be paid?
• If payment depends on income or profit, how will it be calculated and reported?
• What time, travel, materials or other costs will you contribute?
• What rights, credit, experience or other benefit are being offered?
• Can you afford to take on the work if no further payment is received?

An arrangement described as freelance, voluntary, expenses-only or profit share is not automatically exempt from minimum-wage law. Entitlement depends on the reality of the working arrangement, including whether you are legally classed as a worker and whether an exemption applies.

FMTW cannot determine your employment status or entitlement. Check the official guidance or seek individual advice if you are unsure.

If you have not been paid

Act promptly and keep your agreement, invoices, payslips, timesheets, messages and a clear record of what happened.

First, identify how you were meant to be paid:

• If you submitted an invoice: check the agreed payment date, invoice details and whether the engager has raised a query.
• If you expected wages or payroll: check your payslip, contract, timesheets and usual payday.
• If an agency or intermediary is involved: check who agreed to pay you and contact them directly.

Contact the person responsible for payment in writing. State what is outstanding, when it was due and what response you need. Keep the message factual and retain a copy.

Unpaid business invoices and missing wages follow different rules. Do not add statutory interest to unpaid wages or assume that commercial late-payment rules apply to payroll.

If the issue is not resolved, contact your union or an appropriate advice service. Formal claims can have strict time limits, so do not leave an unresolved problem indefinitely.

If another problem arises

Write down what happened, save relevant evidence and check any reporting, complaints or grievance procedure provided by the engager.

Where appropriate, raise the issue clearly and in writing. Explain what has happened, what you have already done and what response or resolution you are seeking.

If you need advice about your rights, options or time limits, contact your union or a suitable specialist service before taking formal action.

7. Bullying, harassment and discrimination

If you experience or witness bullying, harassment or discrimination, you do not have to investigate or manage the situation alone. Prioritise your immediate safety and seek support from someone you trust.

Where it is safe and practical to do so:

• make a private record of what happened, including dates, locations and who was present;
• keep relevant messages, emails or other documents;
• check whether the engager has a dignity at work, complaints or safeguarding policy;
• speak to your union or professional association if you are a member; and
• seek prompt advice if you are considering a formal complaint or legal route, as some processes have time limits.

If somebody is in immediate danger, contact the emergency services.

8. Trusted guidance and further help

This page provides a starting point, but it cannot cover every role, agreement or individual situation. These organisations offer official guidance, industry information or individual support.

Last reviewed: September 2026

Links and guidance can change. Check the date and scope of any external information before relying on it.