Zero-hours contracts and one-sided flexibility

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In the UK, zero-hours contracts have become a controversial issue, particularly regarding their role in promoting “one-sided flexibility.” These contracts don’t guarantee a minimum number of working hours, and often leave employees in precarious positions where they must be available for work at short notice but receive no security in return.

This benefits employers by reducing their labour costs and flexibility but can severely disadvantage workers, leading to unpredictable income and job insecurity.

The new Labour Government has pledged to ban exploitative zero-hours contracts as part of its broader employment reform agenda. The goal is to eliminate one-sided flexibility, ensuring that all workers have a baseline level of job security and predictable working hours. They propose that, after 26 weeks of continuous employment, workers should have the right to request a contract reflecting their regular hours, determined over a 12-week reference period, to counter the uncertainty associated with zero-hours contracts.

Protecting employees’ rights

The issue of zero-hours contracts is closely tied to broader discussions on UK employment law, particularly regarding workers’ rights and protections. The King’s Speech outlined the Government’s legislative priorities for the year ahead.

The new plans potentially include proposals relating to fire and rehire, making it unlawful to dismiss someone who has had a baby for six months after their return to work, except in limited circumstances and making parental leave, sick pay and protection from unfair dismissal available from day one on the job for all workers.

It will be important for employers to keep up to date on all new developments to ensure they are prepared for any changes the Government will seek to implement over the coming months.

Keeping you up to date on zero-hours contracts and all the latest employment law news

We’re keeping a close eye on all the changes that the new Government is proposing.  Over the coming months we will continue to update you them once the Government confirms which proposals will be implemented and how.

If you have questions about any matters relating to employment law, get in touch with our employment law specialist Clare Thomas on 01782 200500 or email ct@bowcockpursaill.co.uk.