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Tuesday, 23 June 2015 13:07

Zero Hour Contract? - Your Freedom to Work Elsewhere

The term Zero Hour Contracts has gained more usage over the passed few years but you may have a contract called a Casual Hour Contract instead.

As a result of the popularity of the use by employers of Zero Hour Contracts, legislative measures have been required to stop employers exploiting employees through the use of Zero Hour Contracts.

So what are the recent changes and how could they effect an employee with a Zero Hour Contract?


Zero Hour Contracts and Casual Contracts are where an employee works for an employer, but work is uncertain and may not be offered to the employee regularly. The employee is only paid for the amount of hours they actually work. However if an employee has a casual contract they can often turn down work offered to them by the employer, but until recently those on Zero Hour Contracts were required to accept the work offered to them by the employer.

From May 21015, under the provisions within the Small Business Enterprise and Act 2015 exclusivity clauses under a Zero Hour Contract are now unenforceable. This means an employee under Zero Hour Contracts can no longer be prevented by their employer from working for another employer. Employees can now have Zero Hour Contracts with various Employers.

Employees - Under a Zero Hour Contracts you are entitled to Employment Rights such as minimum wage, breaks, holiday pay, etc But note if you continually turn down the work offered the Employer could seek to terminate the contract.

Employers - do not forget Zero Hour Contracts do give rise to the Employee gaining Employee Rights, such as redundancy rights, maternity rights etc For  disciplinary procedures would need to be followed.

For more information or advice contact Salena Dawson 01953 883535. For Employees 20 minutes Free Advice is available. 


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