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Change in Employment Rights Act 1996 affects zero-hour contracts

Over the last couple of years, the zero-hour contract debate has dominated the media. Those in favour of the contract type praise its flexibility and opportunity to balance other areas of life as its main strengths. However, its lack of employment rights and job security are cited as its weaknesses.

The ONS found that between October and December 2014, there were around 697,000 people employed on a zero-hour contract in comparison with the same time period in 2013 where there were 586,000 zero-hour contract workers.

On 26th May 2015, the Employment Rights Act 1996 was updated to state ‘Exclusivity terms unenforceable in zero hours contracts’ meaning that any employee with a zero hours contract will be allowed to seek an additional contract elsewhere. 

BFI ran a Temporary & Contract Workforce Conference this year – which discussed employing contingent workers and those on zero-hour contracts. We have two Employee Vetting and Screening Workshops taking place in the latter part of the year, which will ensure your employee selection and recruitment polices are legally sound and up to date.

 

Employee Vetting & Screening Workshops:
London, September: http://bfi.co.uk/event-detail.asp?eventid=291
Manchester, October: http://bfi.co.uk/event-detail.asp?eventid=292  

 

SOURCES: 

http://www.ons.gov.uk/ons/rel/lmac/contracts-with-no-guaranteed-hours/zero-hour-contracts--2014/index.html

http://www.legislation.gov.uk/ukpga/2015/26/section/153/enacted