The pros and cons of Zero Hours Contracts
Having staff on zero hours contracts allows the business to keep the staff levels manageable depending on need. But, it's very important that the contract is clear and that employers are confident in using these type of contracts and understand all the implications.
Issues can arise if an employer is not competent in managing these contracts - for example:
When they have had someone on a zero hours contract for over two years, working pretty much no less than 15 hours a week, sometimes more, they want to stop the contract.
In this case, regardless of the type of contract, that worker now has continuous service and it is then a potential redundancy situation. Not treating it properly could result in an unfair dismissal and claim. So the issues arise when the person moves from being a casual “worker” to really being an “employee” and so accruing lots of additional rights.
This excerpt is from the latest post in the “In my Opinion” blog series - you can read the full blog post here and find out more about what zero hours contracts are, when you should use them, workers entitlements and if they are right for your business.
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If you want to contact Liz about any HR issues you are facing in your business and may need her help with you can-
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