How should employers navigate the new zero-hours contracts rules?
The UK’s employment landscape is set for significant changes with the new Employment Rights Bill, particularly concerning zero-hours contracts, aiming to tackle “one-sided flexibility” and “make work pay.”
In her new article for People Management, Partner in our Employment department, Nicola Smyrl, breaks down the key changes to be expected, from the offer of guaranteed hours, notice and compensation for shifts, and agency worker protections.
“The employment rights bill was published in October 2024, setting out the government’s plans to ‘make work pay’. Included in the plans are significant changes to the rules around zero-hours contracts. The government wants to abolish the “exploitative” arrangements, which it says promotes “one-sided (employer) flexibility”.
Employers will be required to make an offer of guaranteed hours to a qualifying worker at the end of every reference period. The reference period is anticipated to be 12 weeks. A qualifying worker will include those engaged on a zero-hours contract and those with a low number of guaranteed hours…”
To read Nicola’s full article, visit the link here: https://www.peoplemanagement.co.uk/article/1918635/employers-navigate-new-zero-hours-contracts-rules
Disclaimer: General Information Provided Only
Please note that the contents of this article are intended solely for general information purposes and should not be considered as legal advice. We cannot be held responsible for any loss resulting from actions or inactions taken based on this article.
Insights
Latest Insights
Request a call back
We’ll arrange a no-obligation call back at a time to suit you.