Immediate Changes to Zero Hour Contracts

The main principles of Zero Hours Contracts:

With Effect from Tuesday 26th May 2015, legislation now bans the use of exclusivity clauses in Zero-Hour Contracts. This clause, if included, prevents workers on Zero Hour Contracts from working for another employer.

Zero Hour Contracts are used in a number of different industry sectors, often due to the changing demands of the business and the nature of the job roles. They provide greater flexibility and reduce costs to the business and offer flexibility to the workers.

There are no set or standard hours of work and the worker is not guaranteed a minimum number of hours on any week. Workers on a Zero Hours contracts may not receive any work at all from the Company on any particular week, however usually the Company would usually endeavour to give advance notice of the hours that a worker will be required to work/offered in a particular week.

The Worker is not obliged to accept the hours of work offered and the Company has no obligation to offer work on an ongoing basis.

Workers are only entitled to be paid in respect of the hours that they have worked.
Further regulations on Zero Hour Contracts are still awaited.

Codes of Practice for Zero Hour Contracts are also due to be developed on an Industry Sector basis, for employers and staff.