Insecure work is leaving young women in the UK feeling trapped, undervalued and unprotected, and it’s time for employers to step up, according to a new study.
New research from Young Women’s Trust highlights alarming disparities in pay, working conditions, and career prospects for young women in zero-hours and fixed-term contracts. As the workforce evolves, companies that fail to address these inequalities risk falling behind in both talent retention and public perception.
HIDDEN COST OF INSECURE WORK
For young women, precarious employment is more than just a temporary hurdle, it’s a systemic barrier to financial independence and career growth. They are disproportionately funnelled into industries like retail and hospitality, which are notorious for lower wages and unstable hours. And the numbers don’t lie. According to the survey:
- 31% of young women in insecure jobs earn lower wages of around £10 or less per hour, compared to 22% of young men.
- 25% of young women in these roles work fewer hours – around 8 hours or less per week, limiting their financial stability.
- Over half (54%) of young women report working more hours than contracted, often unpaid and as a result at higher risk of burnout.
This lack of security is forcing many into a cycle of uncertainty, with 27% saying they lack the confidence to leave insecure work. Limited access to skills development makes it even harder for them to transition into permanent roles.
RAMPANT EXPLOITATIVE PRACTICES
Beyond the financial strain, young women in insecure work reported widespread unfair treatment as well as illegal employment practices. This included:
- Unpaid work: 44% have been asked to work free trial shifts.
- Contract violations: 43% have been employed without a contract.
- Wage theft: A third (33%) have been paid below minimum wage.
- Late or inconsistent pay: 43% experience delayed payments.
- Lack of sick pay: 50% receive no compensation when ill.
- Last-minute scheduling: 49% are given less than 24 hours’ notice of shift changes.
MENTAL HEALTH IMPACT
These exploitative conditions persist because many young women either don’t know their rights (48%) or don’t feel comfortable speaking up (47%), often out of fear of losing shifts or facing employer retaliation.
Beyond the financial burden, the psychological impact is staggering. Two in five young women (40%) report a decline in their mental health due to insecure work. Many also experience a loss of confidence (27%) and diminished overall wellbeing (32%).
URGENT ACTION NEEDED
The call to action is clear: businesses and legislators must take immediate steps to fix the broken system. Employers must:
- Offer real flexibility – not just in insecure roles but across the board. Disabled and neurodivergent women and those with caregiving responsibilities shouldn’t have to rely on precarious work simply because it’s the only flexible option available.
- Invest in training and career development to help temporary workers build skills and transition into permanent roles.
- Provide fair scheduling practices, including at least four weeks’ notice for shift rotas and compensation for last-minute cancellations.
- Be transparent about contract terms and career progression opportunities. False promises of permanent positions only trap young women in a cycle of uncertainty.
EMPLOYMENT RIGHTS BILL
The UK government’s proposed Employment Rights Bill, which includes a ban on exploitative zero-hours contracts, is a step in the right direction, but it must be backed by strong enforcement. Without proper oversight, these laws risk becoming empty promises.
Claire Reindorp, CEO of Young Women’s Trust, urges businesses to get ahead of the curve. “At work, we should all expect to be protected, paid fairly, and treated with respect. That’s far from reality for many young women in insecure jobs. Employers can take the lead by providing better scheduling practices, meaningful training opportunities, and greater flexibility in all roles – not just those that exploit vulnerability,” stated Reindorp.
The message to employers is clear. Fix the foundations now, or risk losing out on the next generation of talent. The future of work must be fair, stable and inclusive. Anything less is a step backwards, concluded the research.
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