Zero Hour Contracts
Current Progress On Zero Hour Contracts
Announced
Awaiting further details (Potential legislation or regulation)
-
The Employment Rights Bill 2024-25 was introduced on 10 October 2024 but is yet to be ratified, including:
- The Government intends to end ‘one sided flexibility ‘ and stop employers offering ‘exploitative’ zero-hour contracts, introducing an obligation to offer a permanent, guaranteed hours contract that reflects the true amount of hours someone works.
- This would provide more security and predictability for workers. These guaranteed hours would be based upon a qualifying period of (probably) 12 weeks.
- Zero hours workers must be given reasonable notice of shift changes and employers will also be liable to pay employees for any shifts that have been cancelled or curtailed without ‘reasonable’ notice.
Implemented
Implementation dates announced – time to prepare (Forthcoming legislation or regulation)
- Watch this space!
Recently Introduced
1 April 2024 – For holiday years beginning on or after this date, holiday entitlement for irregular hours workers (including zero hours workers) can be calculated by using the 12.07% calculation and rolled-up holiday is possible again.
Downloadable Content
Content will be added as the changes are introduced, so keep checking back!
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