All businesses operating in the screen industries have a responsibility to ensure that those working on their productions, whether as freelancers, employees, or contractors—are treated with dignity and respect. This responsibility is not only a matter of workplace culture or good management; it is also a legal obligation under the Human Rights Act 1998 (HRA).
Article 3 provides that: “No one shall be subjected to torture or to inhuman or degrading treatment or punishment.” This is an absolute right, meaning it cannot be limited, justified by financial pressures, or dismissed based on industry norms. While the HRA applies directly to public bodies (such as the BBC or publicly funded institutions), UK courts are required to interpret other laws, such as employment and equality legislation, in a way that is compatible with human rights. This means that private sector businesses can be held accountable through domestic legal frameworks that reflect human rights principles. For example, a production company that knowingly tolerates harassment or delayed payment practices may breach the Equality Act 2010, and the court may interpret such cases through the lens of dignity and human rights.
In the context of employment, inhuman treatment means actions that cause intense mental or physical suffering. Degrading treatment is defined as behaviour that humiliates, diminishes, or undermines a person’s dignity. Whether a situation meets the threshold for Article 3 depends on factors such as the severity, duration, impact on the individual, and their vulnerability.
While most workplace issues will not meet the legal threshold for a breach of Article 3, this standard is important because it reminds us that the right to dignity is not discretionary, it is foundational.
While Article 3 provides an absolute prohibition on inhuman and degrading treatment, other rights such as Article 8, the right to respect for private and family life, can also be engaged in the workplace. Insecure or exploitative working arrangements that interfere with a person’s ability to maintain family life, privacy, or personal identity may raise concerns under Article 8.
In a work context, this can include issues such as:
Unfair scheduling or working conditions that interfere with childcare and family responsibilities
Invasive monitoring or data handling practices
Unsafe or disrespectful workplace environments that affect a worker’s personal dignity and identity
The law has interpreted Article 8 broadly. It includes the right to develop one’s identity, form relationships, and participate in society, including cultural and economic life.
Individuals cannot usually bring a direct claim against a private business under the HRA. However, claims may be brought under domestic legislation such as the Equality Act 2010, with human rights arguments shaping how those cases are interpreted. Penalties may include costly tribunal claims, compensation payouts, orders for remedial action, and reputational damage. Public sector broadcasters or publicly funded bodies, however, may face direct HRA-based challenges.
The screen sector, particularly in areas like post-production, is known for its reliance on short-term, freelance, and casual work. A recent report by the TV Industry Human Rights Forum, Let’s Fix It in Post, found that many working practices undermine dignity and may in some cases approach human rights violations.
Examples identified in the research include:
Individuals routinely working without written contracts, despite the legal requirement to issue written terms by day one.
Delayed or non-payment for freelance work, often due to complex internal systems or avoidable administrative delays.
Use of phantom weekend work on fixed-term contracts to deny staff proper holiday pay.
Entry-level and freelance roles offering pay that falls below the legal minimum when compared against actual hours worked.
Closed hiring practices and opaque recruitment, reducing access and undermining fair progression, particularly for people from underrepresented backgrounds.
These issues are not merely administrative oversights; they have real human consequences, including stress, financial instability, and reduced access to family life. In a legal and reputational sense, they present significant risks to businesses.
Read part 1 of this report here: Let’s Fix It in Post – WorkWise for Screen
The Equality and Human Rights Commission (EHRC) serves as the UK's independent regulator for equality and human rights laws. In the context of the screen industries, the EHRC:
Enforces the Equality Act 2010, ensuring that employers uphold their legal obligations to prevent discrimination, harassment, and victimisation in the workplace.
Provides comprehensive guidance to help businesses understand and implement best practices for fostering inclusive work environments.
Possesses enforcement powers, including conducting investigations, entering into legally binding agreements with organisations, and initiating legal proceedings when necessary.
For businesses operating within the screen sector, engaging with EHRC resources and adhering to their guidelines is crucial. Not only does this demonstrate a commitment to legal compliance, but it also promotes a culture of respect and dignity, which is essential in an industry known for its diverse and dynamic workforce.
The Equality and Human Rights Commission’s guide, Business and Human Rights, offers practical, sector-neutral advice on how private companies can uphold dignity, prevent harm, and align operations with human rights law—even where direct legal duties under the Human Rights Act may not apply.
Read the guide here: A Guide to Business and Human Rights (EHRC)
Other Relevant EHRC Resources:
EHRC Guidance for Businesses: Offers practical advice on avoiding unlawful discrimination and promoting equality.
EHRC Enforcement Powers: Details the Commission's authority to enforce compliance with equality laws.
EHRC Decision-Making Process: Explains how the EHRC determines when to exercise its legal powers.
The trade union, Bectu, has launched a sector-wide Dignity at Work campaign, calling for employers and workers alike to uphold dignity as a core workplace right. The campaign began with a focus on stamping out sexual harassment and highlights the following concerns:
More than half of women and a quarter of men in creative industries have experienced sexual harassment.
Over 40% of workers would not feel safe reporting these experiences, often due to fear of retaliation or reputational damage.
Freelancers and junior staff are particularly vulnerable, as they often rely on word-of-mouth opportunities and informal reputations.
Philippa Childs, Head of Bectu, has stated “So many issues, but one key message—dignity. That’s the line in the sand that our union is now drawing.” The campaign provides employers with practical tools, including a template Dignity at Work policy, mental health and wellbeing guidance, and training resources developed in partnership with BAFTA and the BFI.
Alongside trade union efforts, the Creative Industries Independent Standards Authority (CIISA) has recently been established to provide an independent body for handling complaints, setting standards, and supporting culture change across the creative sector. Its role complements employer-led and union-led initiatives by offering external accountability and confidential reporting mechanisms, particularly valuable in freelance-heavy environments where internal processes may not apply.
More information:
In response to long-standing concerns across the industry, the BFI and BAFTA, in consultation with workers, unions, and industry bodies, created a suite of practical resources for employers. These include:
A template Dignity at Work policy for use by companies, festivals, and productions.
A set of workplace principles aimed at preventing bullying, harassment, and racism.
Action lists tailored to film, television, and games industries.
An easy-to-implement workplace guide on creating a respectful environment.
These documents are designed to be actionable and adaptable, and many broadcasters and production companies now require them as part of commissioning processes.
Access the full resource set: BFI Bullying, Harassment and Racism Prevention
For businesses operating in the screen industries, this is an opportunity to go beyond compliance and demonstrate leadership. Dignity at work is not just a human rights issue, it is a matter of good governance, workforce wellbeing, and reputational integrity.
Screen businesses should:
Ensure that written terms of engagement are issued to all workers before work begins.
Pay all staff promptly, removing avoidable barriers to invoicing or processing.
Adopt and implement a Dignity at Work policy that includes clear procedures for handling complaints.
Improve access to work through open, transparent recruitment that reduces reliance on informal networks.
Provide safe, confidential channels for reporting harassment or mistreatment and ensure concerns are investigated promptly and fairly.
Taking these steps not only protects workers, but it also protects businesses from the risks of non-compliance, legal liability, and reputational harm.