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Hi, sorry I was offline earlier. As someone who is self employed your rights will be somewhat limited due to you not having any rights to getting a minimum wage or have any work guaranteed. Your rights will mainly be determined by whatever written terms you have in place, for example in a formal contract between you and the other side. It could deal with guaranteed hours or days of work or mention a retainer. However, in the absence of such a written agreement, you could still argue that there were certain implied terms that applied between you and the other side. The term is called ‘custom and practice’, where a consistent custom or practice has been applied for long enough to make it contractually binding, even if it is not written down anywhere. So in your case you could try and argue that because you have worked consistently every Fri/Sat for years, that it has become an implied term that you are more or less guaranteed to work these days and if you are not wanted that you should receive either minimum notice to allow you to book other work or get some sort of a retainer.
The problem with this is that it is not easy to show such terms were implied – only a court can say if that was the case or not. It does mean that whilst you can challenge the other side over that, if they refuse to accept it, all you can do is take it to court and plead your case there. However, that could sour the relationship with the venue and as you are self employed they could consider terminating your contractual relationship with them. They will have to give you notice but they can terminate the contract. So you could be sacrificing a long-term employment opportunity for a payment for a few weekends.
Hope this clarifies your position?
You are welcome Tony, all the best