heart disease (Karasek and Theorell, 1990). Another study by Laflamme et al. (1998) found that long term exposure to ‘job strain’ leads to increases in blood pressure which is linked to high stress levels. Additionally, job stress can lead to risk taking behaviour such as smoking or high alcohol intake. Stress and alcohol intake and smoking feed each other, people will feel more relieved and calm when participating in these activities for a short amount of time, and they need to feel this relief all the time. However, alcohol and cigarettes are expensive habits to participate in, so people are then stressed because of the job strain but then also stressed because they may not be able to afford the things that seemingly relieve their stress. Not only that but smoking and drinking increase heart related disease and increase blood pressure. This added to the existing stress of the individual creates a poor lifestyle. However, the demand – control model is mainly based on permanent jobs (Cooper, 2002) so it’s capability of explaining precarious work is limited. Additionally, the Vitamin Model developed by Warr (1987), attempts to explain employee wellbeing; the factors that are involved in this model are job demands, job autonomy, and workplace social support. All these factors impact a worker’s mental health. The consequences of this could be anxiety, lack of stability, lack of friendships and job dissatisfaction, Benach et al. (2002) found these to be strongly associated with precarious work. Not only that but precarious employment is important because workers who believe that they may lose their job in the near future have been shown to have worse mental and physical health (Sverke, Hellgren, & Näswall, 2002). Additionally, precarious employment contracts may lead to employees having feelings of stress, Marmot (2004) argues that lower status workers compare themselves to people in higher status positions, generating stress. Not only that but precarious job positions are usually repetitive tasks such as cleaning tables, with little room for creativity. People who have access to creative work are generally more educated and in higher status work and those conditions have been linked to a better standard of health (Mirowsky & Ross, 2007). Creative self – expression at work could improve psychological well-being and cognitive function and could reduce stress in the brain (Mirowsky & Ross, 2007). All of these positive benefits could also improve chances for a positive career move if they enhance work performance, creating a positive work loop. Furthermore, employees in precarious contracts may not feel part of the company, and because of this may suffer more physical injuries, in France and Spain show high levels of occupational accidents for temporary workers than permanent employees (Benach et al., 2002). This is because they not be properly trained on company policies on health and safety, and if they don’t feel part of the organisation they may not report injuries. There are wider social implications to the rise of precarious work, for example access to training. Research carried out by the UK Commission for Employment and Skills (UKCES), those on temporary or zero hour contracts are less likely to have career development opportunities than those on permanent contracts. Only 58 per cent of those on temporary contracts received training paid for by the employer compared to 74 per cent of permanent workers. UKCES also found that people on temporary contracts often had to train themselves, and 17 per cent of workers on zero hour contracts paying for their own training. If temporary workers receive less training this is harmful to the employe>