Zero-hours must remain flexible
Until recently, employers could seek exclusivity from an individual when offering them a zero-hours contract. This meant that the employee was not guaranteed work, but could not work for other employers to offset this risk, obviously a poor deal for the employee.
However, after 83% of respondents to the government’s consultation voted in favour of a ban on the exclusivity clauses, it is now a legal offence to prevent staff on zero-hours contracts from seeking other employment.
Nick Boles, minister for state for the Department of Business, Innovation and Skills said: “Exclusivity clauses in zero hours contracts prevent people from boosting their income when they have no guarantee of work. Banning these clauses will give working people the freedom to take other work opportunities and more control over their work hours and income. It brings financial security one step closer for lots of families.”
Can you still offer zero-hours contracts?
Yes, you can. While zero-hours contracts have received a lot of bad press, when applied correctly, they can be a huge asset to both employer and employee. For employees who need extra flexibility (i.e. parents and students) zero-hours can be a great way to maintain a working relationship. The key is not to exploit employees who would not benefit from zero-hours working, and to be sure you can offer at least some work to employees whom you offer zero-hours contracts to.
For advice on offering zero-hours contracts, why not give an HR advisor a call on: 020 7870 1090.
Or, if you haven’t got a Deminos account yet, email: email@example.com to find out more.