Originally posted by centurian
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At the risk of over-simplification there are three categories:
1. Employees (employed under a "contract of service")
2. Self-employed who agree to do work personally (often, though not necessarily, because they are engaged for their reputation/personal abilities)
3. Self-employed who agree to get work done but do not agree to necessarily do it personally
Category 1 is covered by employment legislation in the strict sense (e.g. unfair dismissal). 2 and 3 are not.
Categories 1 and 2 are covered by discrimination legislation. 3 is not. (NB the fact that the word "employee" is used in the Equality Act 2010 for 1 and 2 is just down to the drafting - it does not have any wider significance and does not mean that people in category 2 are employees in the usual sense of the word - it is just convenient in the context of drafting to use a single word and give it an extended meaning - a bit like giving a data item in a computer program a short name - the name is just a convenient label and not a precise description of the data it contains)
"Disguised employee" is not a term with a precise legal meaning but it is used by HMRC to describe people who are generally in category 1 but for some technical reason do not have a contract of service (for example, because, with the intervention of an agency, the person exercising control - the client - is not the same person who has a contract with the worker).
So, in summary, people in category 2 are covered by discrimination legislation but are not "disguised employees".
Bear in mind that discrimination legislation is very wide and applies not just to employment. A purchaser of goods, for example is protected against a supplier refusing to supply him on the grounds of his race/nationality/religion etc. This is so whether the purchaser is an ordinary consumer buying a single pizza or a self employed builder employing 100 staff and buying large quantities of building materials. There is no implication that business people are not covered by discrimination law. Or, put another way, the fact that you are covered by discrimination law does not imply that you cannot have a real business.
In fact the impetus for much UK discrimination law is EU directives, originally reflecting the fact that an important part of an efficient Europe-wide single market is the removal of barriers to trade caused by discrimination by one member stage against entry into its domestic market by businesses of a different nationality.
It might be true that some business people prefer to just find another private-sector customer rather than insist on their legal rights, but that would be a pragmatic business decision rather than a reflection of the legal position.
Where businesses tender for large contracts with government bodies, legal action (or at least threatened legal action) by unsuccessful bidders is quite common and often used tactically by businesses aware that government bodies generally dislike litigation.
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