Sweden applies a principle of non-discrimination. The acting worker of the client company is considered to be considered permanent employees when it comes to prohibiting reprisals and the obligation to assess and combat harassment. In the United Kingdom, there is an important legal distinction between «workers» and «workers.» Some rights and protections do not apply when workers are not «workers,» including those relating to dismissal or unjustified legal compensation. Otherwise, all workers, including temporary workers, have the right to protection under anti-discrimination legislation and are subject to social security provisions, such as maternity and sick pay, minimum wage and working time. In addition, the rules for employment agencies and labour companies apply to all temporary workers, regardless of their contractual agreements, and offer protective measures such as prohibitions for agencies that solicit or receive a fee from a jobseeker (subject to certain exceptions in the entertainment, model and professional sport sector) and provisions to ensure that temporary workers are paid in full and on an ad hoc basis. In addition, health and safety law requires employers to ensure that temporary, casual and seasonal workers receive as much information, education, training and follow-up as necessary to ensure that they are able to carry out their duties safely. On the other hand, tripartite agreements are not systematic in the United Kingdom. The first national agreement on TAW was reached between the government, the TUC and the CBI in May 2008 (UK0806039I). The joint declaration included an agreement that temporary workers are entitled to equal treatment with officers directly employed (excluding pension benefits) after 12 weeks in a given job. In France, there is no cross-sector agreement that specifically regulates the TAW, while a national agreement on labour market reform (FR0802049I), signed in January 2008, provides that the agency`s companies act as more general «water companies», vocational education is important for temporary workers not only so that they can carry out their work safely and safely. , but also to maintain their employability. The law and all collective agreements remain silent on the issue of training in Germany, Greece, Hungary, Ireland, Norway, the United Kingdom and countries where the TAW or regulatory frameworks are little or no, such as Bulgaria, Cyprus, Estonia, Latvia, Lithuania and Malta.