Youth Music

Group of young people in a round table with facilitator

Our Fair Work Framework outlines what organisations can do so that everyone working in the creative industries has fair pay, safe working conditions and opportunities to develop and progress.

We’ve developed this Framework as a result of work we’ve done with other major cultural funders across the UK on committing to upholding Good and Fair Work in the creative sectors. This applies to our own organisation as well as how we approach our funding and work with grassroots organisations.

About the framework

We’ve broken the Framework into six principles identified in the Creative Industries Policy and Evidence Centre’s ‘Good Work Review’ (2023) .

The Framework also aligns with the standards that have been developed by the Creative Industries Independent Standards Authority(CIISA), and responds to some of the recommendations of Youth Music’s Just The Way It Is report into young people’s experiences of safety, inclusion and rights issues in the music industries.

For each principle, we have outlined some of the processes and practices that organisations should have in place. Some of these things are legal requirements – but others are best practice. How these practices are applied will differ, particularly amongst organisations of different size. At the end, there is a section on how organisations can document and communicate their practices.

Fair work framework

1. Fair reward, terms and conditions

Pay: You pay everyone you work with fairly, including internships. Pay is at least the Real Living Wage and reflects the actual hours worked, including planning, delivery, travel and follow-up time where relevant.
Clear roles and contracts: It is clear whether someone is a participant, intern, volunteer, freelancer, employee or self-employed. The expectations for their work are appropriate to their role. You use written contracts for everyone you employ or commission, setting out pay, entitlements, intellectual property, data protection and other relevant rights.
Fair rights and entitlements: People understand their rights and entitlements through contracts, policies or other clear information. Where possible, you provide benefits above the statutory minimum, including annual leave, sick pay, pensions and other entitlements.
Fair progression: Recruitment, progression and pay processes are transparent, so people have equal opportunity to develop, progress and receive pay increases.
Intellectual property: Intellectual property practices are fair, clearly explained and free from exploitation.

2. A balance of security and flexibility

Security: You use secure contracts that are appropriate to the role and do not impose zero-hour or non-guaranteed contracts. You give sufficient notice for shift patterns or changes and, where possible, act in line with the Living Hours standard.
Consistent protections: Employees, freelancers and self-employed workers have clear and consistent entitlements and protections, including routes to raise concerns or whistleblow safely.
Flexibility: There is genuine two-way flexibility on working patterns, hours, job design and remote working. You build in contingency on multi-year projects and grants so you can adapt budgets and plans, adjust for inflation and respond to learning.
Wellbeing: You actively support wellbeing through flexible, accessible and secure working practices that reduce stress and enable a healthy work-life balance.

3. Autonomy and personal fulfilment

Autonomy: You support your workforce to contribute to decisions, understand expectations and take responsibility for their work.
Safe and clear practice: You set clear standards, responsibilities and risk assessments so people can work safely and effectively, including when working with partners, freelancers and young people.
Development: You provide high quality learning and development to help people build skills and progress. You also encourage wider growth opportunities, such as volunteering or contributing to organisational initiatives.
Governance: Good management, governance and employment relations mean that everyone has a voice, feels respected and can influence how their work is structured and delivered.

4. Skill use, development and progression

Training: Meaningful induction, training and learning opportunities support personal and professional development for staff, as well as volunteers, freelancers and partners where possible. Training covers safety, inclusion, diversity, rights and role-specific skills.
Learning culture: There are regular opportunities for everyone to reflect on practice, share learning and improve how work is delivered.
Policies: You regularly review policies, supporting documents and procedures, and communicate them clearly so everyone understands what is expected.

5. Agency, voice and representation

Reporting mechanisms: Anyone can raise a concern, incident or allegation without fear of being victimised, silenced or experiencing adverse outcomes. This includes concerns about staff, freelancers and partners.
Clear procedures: You have accessible policies, procedures, lines of responsibility and contact points so people know how to recognise, raise and respond to concerns, and can trust that matters will be taken seriously.
Consultation: You involve and consult workers on decisions that affect them, including organisational change and project delivery.
Feedback: You have voice and feedback mechanisms for staff, volunteers, freelancers, partners and, where relevant, young people. Options for anonymity are available where appropriate, and you listen and respond to what people tell you.

6. A healthy, respectful, safe and inclusive work environment

Inclusive practice: You proactively promote inclusion, diversity, equity and access in day-to-day practice. Your recruitment, roles, and workplace are accessible to people with diverse needs. You share accessibility information, collect information about people’s access needs and make reasonable adjustments based on what they tell you.
Safety and safeguarding: You have safety policies, risk management and safeguarding procedures that help maintain safe and healthy environments for your workforce, participants and young people. You assess when unsafe environments may occur and take reasonable steps to prevent harm or risk of harm. Someone in your organisation has operational responsibility for safety matters, and everyone can easily access their name and contact details.
Monitoring: You use monitoring, data collection and evaluation to track and improve equality, diversity, inclusion, accessibility, safety and wellbeing.
Culture: Your organisation operates in an ethical, legal and inclusive way. Bullying, harassment, discrimination and victimisation are not tolerated, and there are clear, effective ways to report and address incidents. You foster a respectful, safe and supportive environment that strengthens wellbeing, engagement and trust. Everyone is supported to feel they belong.

a parent and child play at a music project. two other children are seen in the background

Documenting and communicating your practices

Here are common ways that organisations will document and communicate their practices. Small organisations may not always have dedicated policies and might document their practices elsewhere, for example within employment contracts.

Policies and procedures

Safeguarding
Health and Safety
Bullying and Harassment
Grievance and disciplinary
Whistleblowing
Complaints
Data Protection
Recruitment
Training / learning & development
Equal opportunities (or equivalent) policy and/or action plan
Induction (for new staff, volunteers, freelancers and participants)

Supporting documents

Employment contracts
Contract for services (freelancers)
Code of conduct
Photo / filming and media consent forms
Organisational values
Risk assessments

Other ways of communicating

Training / briefings on your practices and procedures
Crib sheets and posters for reporting concerns and key contacts
Email updates