to increase efficiency. It abolished the system of agency licensing, so that agencies can operate freely, unless inspectors find violations and close them down. Supporting the Act are The Conduct of Employment Agencies and Employment Businesses Regulations 2003. These regulations restrict agencies from, selling other services (r.5) sending workers to employers as strike breakers (r.7) sharing the agency worker's personal details (r.28) advertising jobs which do not exist (r.27) withholding pay from workers, regardless of whether they have timesheets charging any fees directly to a worker for their work require agencies to document the health and safety standards of employers they send workers to require agencies to give a written statement of the pay and hours they will have, and state their contractual status (see the common law section below) In reality these requirements are not enforced, because there are minimal resources devoted to oversight. Regulation enforcement relies on individual workers bringing claims, and these claims are simply non-existent. There is no reported case of an agency worker claiming a breach of regulations. The watchdog, the Employment Agency Standards Inspectorate, has 15 inspectors and 4 call centre staff. This was increased by twelve inspectors after the Employment Act 2008 ss 15-18. In a £26 billion industry with 17,000 agencies, in 2004 the Inspectorate investigated 1,057 complaints, secured 8 convictions (solely in the entertainment industry, 2 agencies were banned for 10 years) and £5,735 in compensation for workers. The Gangmasters (Licensing) Act 2004 covers some of the lowest-paid workers in a more comprehensive way. It was introduced in the wake of the 2004 Morecambe Bay cockling disaster. It requires all agencies (commonly known as "gangmasters") which provide labour in the agricultural, shell fishing and food packaging sectors to operate under a licence. The Gangmasters Licensing Authority issues these (currently there are 1,159 licences) and it oversees and enforces standards requiring employees to be treated fairly. Common law The regulation of agency workers is affected by the interpretation by the courts of the word "employee" under s.230 of the Employment Rights Act 1996. If an individual is considered to be an "employee" then all the entitlements (such as a written statement of contract, reasonable notice before dismissal, time off for parenting, etc.) under the Employment Rights Act 1996 apply. But the courts have often held that agency workers fall outside of this definition, because they lack "mutuality of obligation" in their contracts.