23 October 2015 #Employment
Back in May, we reported that the provisions in the Small Business, Enterprise and Employment Act 2015 that make exclusivity clauses in zero-hours contracts unenforceable had come into force.
The Government has now issued Guidance for employers on the use of zero-hours contracts, which are described as “a non-legal term used to describe many different types of casual agreements between an employer and an individual.”
Employers are reminded that they must pay at least the National Minimum Wage, irrespective of how many hours are offered, and that zero-hours contracts should not be used on a permanent basis if it is not warranted. The Guidance also reiterates that the contract should be “clear and transparent” so the individual entering into it can fully appreciate their rights.
Examples of when the use of zero-hour contracts may be appropriate are suggested to be:
The Guidance also sets out alternatives to the use of zero-hour contracts, which include: