What is the definition of a zero-hour contract? Essentially, it is a contract negotiated between an employer and employee whereby the employer doesn't need to issue a minimum amount of working hours, and the employee doesn't need to take onboard any work which is available. The industries where they are most common include agriculture, hotels and catering, education and healthcare. Although only 3% of UK workers are categorised as working on a zero-hour contract, it is still widely used in many other countries.
There are employment rights for those on a zero-hour contract, much like those on a set contract. Of course, they are entitled to their employment rights, like anyone else. They are paid the National Minimum Wage (NMW), allowed paid annual leave, breaks within their shifts and protection from discrimination. The benefits for employees allows them to work around other life commitments, including education, or childcare. This improves their flexibility. Not only is beneficial to employees, but it can be helpful for employers of new businesses too, because like anything new, there can be undiscovered and unexpected issues arising.
However, there is of course it's downsides. Some employers might take advantage of their zero-hour contract employees. The flexibility should be there for both employers and employees, but some employers will be issuing the exact same shift - same days and same hours - over a long period of time, but won't change it to a permanent, part-time position. Legally, they are entitled to the employment rights, discussed above, but some employees might find themselves not being treated as fairly as they could be.
Personally, I believe it would be beneficial who require that extra flexibility, and the contract will only work if both sides, ie employee and employer, play along with the "rules" if you like. Not entitling an employee to their employment rights is illegal, but because of the additional requirements, these must also be in place.
There are employment rights for those on a zero-hour contract, much like those on a set contract. Of course, they are entitled to their employment rights, like anyone else. They are paid the National Minimum Wage (NMW), allowed paid annual leave, breaks within their shifts and protection from discrimination. The benefits for employees allows them to work around other life commitments, including education, or childcare. This improves their flexibility. Not only is beneficial to employees, but it can be helpful for employers of new businesses too, because like anything new, there can be undiscovered and unexpected issues arising.
However, there is of course it's downsides. Some employers might take advantage of their zero-hour contract employees. The flexibility should be there for both employers and employees, but some employers will be issuing the exact same shift - same days and same hours - over a long period of time, but won't change it to a permanent, part-time position. Legally, they are entitled to the employment rights, discussed above, but some employees might find themselves not being treated as fairly as they could be.
Personally, I believe it would be beneficial who require that extra flexibility, and the contract will only work if both sides, ie employee and employer, play along with the "rules" if you like. Not entitling an employee to their employment rights is illegal, but because of the additional requirements, these must also be in place.
