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Eligible temporary workers have the right to unpaid, job-protected leave under the Family and Medical Leave Act (FMLA) for qualified medical and family reasons.

Temporary workers have the right to be free from retaliation when they exercise their rights, such as filing a safety complaint or reporting discrimination.

Temporary workers should have equal access to the workplace amenities provided to permanent employees, as fair labor practice.

Employers must provide necessary personal protective equipment (PPE) to temporary workers, as required by OSHA standards.

Temporary workers have the right to organize, join unions, and bargain collectively as per the National Labor Relations Act (NLRA).

Temporary workers are protected from employment discrimination under the Civil Rights Act of 1964 and can file complaints with the EEOC.

Temporary workers have the right to receive appropriate training on safety procedures pertinent to their job roles, under OSHA guidelines.

Temporary workers are protected from workplace harassment by equal employment opportunity laws and may report incidents to their employer or the EEOC.

Temporary workers may be eligible for unemployment benefits if they meet state-specific eligibility requirements after the job has ended.

Temporary workers are often entitled to receive a notice before their work assignment is terminated, as outlined by their staffing agency's policies.

Temporary workers must receive equal pay for equal work, as stipulated by the Equal Pay Act of 1963.