In response to numerous requests from customers, we’ve
developed a zero-hours worker agreement, which is available now on our free legal documentation website : araglegal.co.uk .
Zero-hours agreements:
background
Sometimes employers have a fluctuating need for staff. Under
a zero-hours contract an employer offers work as and when it is needed, while
the worker can choose to accept the offer or turn it down. There is no
guarantee that work will be offered. This helps employers to cut staffing costs.
Zero-hours agreements can be popular with employers for a
variety of reasons – usually, where there are external factors that the
employer can’t control. E.g. where business is quiet at certain times of the
year but extremely busy during others; where experienced staff are needed at
short notice to cover unexpected absences; where new businesses need
flexibility until they can confidently predict demand. They are especially
useful in the hospitality, leisure and catering industries.
Sometimes employers use them if their workforce is mostly
made up of those who want a flexible way of working, such as students, the partially
retired, or those with caring commitments.
Our zero-hours worker
agreement
If staff can genuinely decide when they work and freely turn
down work when it’s offered, then they are likely classed as ‘workers’ rather
than ‘employees’. This means they have fewer employment rights and protections,
such as the right to maternity/paternity leave and the right to receive
statutory redundancy pay. We’ve drafted our agreement to try to ensure that
it’s used to fulfil a genuine ‘zero-hours’ situation, rather than simply
side-stepping the obligations that come with more permanent types of contract.
This means staff employed using our agreement should be classed as workers, and
we offer advice in the guidance notes to help employers ensure that this
remains the case by using the agreement properly.
Our agreement also deals with the job description and other
related matters such as working time, breaks, holiday entitlement, salary,
sickness and confidentiality. There are further options to include grievance
and/or disciplinary procedures. It’s suitable for use throughout the UK.
