Temp workers sometimes discover mid-assignment that the role is nothing like what was described — the hours are longer, the duties are different, or the environment is unsafe. Knowing what you can do in these situations, and what rights you have, helps you respond professionally without jeopardizing future placements.
Talk to Your Staffing Agency First
Your first call should be to your recruiter or agency contact, not to the client employer directly. The agency is your legal employer in most temp arrangements, which means issues about pay, safety, or job misrepresentation should go through them. Describe specifically what was promised versus what you are experiencing. A reputable agency will take this seriously.
Document Everything
Before you raise a complaint, write down what was described to you during onboarding and what the reality has been. Include dates, names, and specific examples. If the role description promised light administrative work and you are being asked to operate heavy machinery without training, that is a concrete discrepancy worth documenting.
Workplace Safety Complaints
Temp workers are covered by the same workplace safety laws that protect permanent employees. If you are being asked to work in unsafe conditions — without required personal protective equipment, near hazardous materials, or in violation of posted safety protocols — you have the right to report this to OSHA. You cannot legally be retaliated against for making a good-faith safety complaint. The agency’s workers’ compensation insurance covers work injuries, so do not feel pressure to stay silent about unsafe conditions to protect the assignment.
When You Have Been Misled About the Role
If the duties, pay rate, schedule, or work environment were materially misrepresented when you were placed, you can ask the agency to reassign you. Agencies generally prefer to resolve these issues rather than lose a worker entirely. If the agency is unresponsive or dismissive, document the situation and request a formal response in writing.