There is still a lot of media coverage around zero hour contracts.
Many employers have suffered backlash for implementing a zero hour contract of employment, but is this really fair?
Let’s look at some of the perceived negatives first…
- There are no guarantees for employees – so they lack job security and a reliable income
- No safety net – benefits don’t always apply
- Increased stress – primarily due to the uncertainty of working hours and pay
- Doesn’t build staff morale and commitment
But it isn’t all bad…
- Increased flexibility means your employees can choose when they work
- You can attract candidates looking for a more flexible lifestyle to fit around other commitments
- Reduced costs – the associated costs with permanent employees are not always applicable
- Trained team when you need them – by having people already familiar with the business it allows you to cover key busy times
Exclusivity clauses have now been banished. In other words, you can’t give a zero hour contract of employment to somebody and insist they only work for you.
Clearly, it is important that you determine whether the pros outweigh the cons for your business. If you decide to implement zero hours, be sure you regularly review whether it is still the right approach, and it is working for all of your employees that are affected.
Zero hours can be very effective if carefully managed.