If your current employment contract does not accurately reflect the average weekly hours you actually work over a 12-month period, you are entitled to an amended contract. Around 2.3% of the UK workforce has a zero-hour contract, and the trend is upward. Zero-hour contracts are also closely linked to contracts with guaranteed short working hours, e.B those that offer less than 20 hours per week. If these were included in the statistics, the number would be significantly higher. The number of zero-hour contracts also fluctuates considerably depending on the season, with peaks in mid-summer and around Christmas. There are different types of zero-hour contracts, some where the person is defined by law as an ”employee”, or more commonly, as with our zero-hour contract, where he or she is a ”worker”. You must ensure that written contracts contain provisions that determine the employment status, rights and obligations of your zero-hour staff. (2) Employees are entitled to a payment for the hours they have worked, travel time (if it is part of the work instead of going to work – for example. B a nurse travelling from one appointment to another) and for any time spent on call.

After working the same regular shifts for 6 months, it is likely that your real employment contract is not a zero-hour contract. A regular employment contract gives you more legal employment rights than a zero-hour contract. If you change the contract, be sure to read the whole thing to check if there are any conflicts or ambiguities, and if you are not sure, contact a lawyer. In the United Kingdom, workers working under a zero-hour contract with on-call, on-call and off-call duty must receive the national minimum wage for hours worked under the National Minimum Wage Act 1998. Prior to the introduction of the Working Time Ordinance in 1998 and the National Minimum Wage Regulation of 1999, zero-hour contracts were sometimes used to ”stamp” employees during periods of calm while they were kept on site so that they could return to paid work when needed. National minimum wage regulations require employers to pay the national minimum wage for the time workers are required to be in the workplace, even when there is no ”work” to be done. [4] [5] In the past, some workers working on a zero-hour contract have been told that they must obtain permission from their employer before accepting another job, but this practice has now been prohibited under UK law enacted in May 2015. [1] [6] In Uk law, a distinction is made between a simple ”worker” and a ”worker”, a worker with more legal rights than a worker. [3] It may not be known whether a person working on a zero-hour contract is an employee or an employee; but even in cases where the plain text of the zero-hour contract refers to the person as an ”employee”, the courts have established an employment relationship based on the reciprocity of the obligation between the employer and the employee.

The attached contract will often state that they are ”workers” rather than white-collar workers, although they are sometimes classified as employees, especially if they work for you regularly and frequently for a longer period of time. (Interestingly, many Buckingham Palace workers also have zero-hour contracts!) (1) Employees may not be compelled to work for a single employer during this period and may refuse the work offered. So you don`t have to accept all the overtime offered. .