For employees with fixed-term contracts, leave is accumulated monthly in advance at the rate of one twelfth of their annual entitlement. For workers with a zero-hour contract, the right to vacation arises in the same way, but due to the sporadic nature of the work, it is easier to calculate it on the basis of hours. Nevertheless, they are still part of the British workforce. In this article, we will explore the pros and cons that zero-hour contracts offer employers and employees. Depending on the agreements described, a zero-hour contract may mean that the contract exists only if the work is provided to the employee. If this is the case, an interruption of employment is considered as if no work is performed during a full calendar week (Sunday to Saturday). Employers benefit from zero-hour contracts because they don`t have to pay employees when they are not needed. You only have to pay employees when they are working, and you can expect those employees to be available at all times and on short notice. Some contracts require an employee to take charge of each shift offered to them, while others allow them to refuse shifts if they do not want to work at that time. The Institute of Directors, a recognised organisation of UK business leaders, defended the contracts as a flexible labour market, citing the lack of flexibility in Italy and Spain.
 MP Jacob Rees-Mogg also argued that they benefit workers, including students, by providing flexibility and a pathway to more permanent employment.  Why should an employee accept a zero-hour contract? If they are unemployed, a zero-hour contract at least gives them the opportunity to earn money occasionally and keep their skills up to date. It is also possible that this work will lead to full-time work in the future. In 2015, the Campbell Live TV show revealed that major hotel companies such as Burger King and McDonald`s, KFC, Starbucks, Pizza Hut, Carl`s Jr. (all under Restaurant Brands), Sky City and Hoyts, all use zero-hour contracts to cut costs.  [best source needed] On April 9, Restaurant Brands agreed to abolish zero-hour contracts.  In the UK, zero-hour contracts are controversial. Trade unions, other workers` organizations and newspapers have described it as labour exploitation.
Employers who use zero-hour contracts include Sports Direct, McDonald`s, and Boots. In September 2017, the Office of National Statistics estimated that there were more than 900,000 workers on zero-hour contracts (2.9% of the workforce) compared to 747,000 the previous year, with more than 1,.8m such contracts (as some people may have more than one contract), with an additional 1.3 million people who did not work hours.  Some commentators have observed that the number of these contracts may not be reported, as many people may confuse them with casual work and not declare them as temporary.  The Chartered Institute of Personnel and Development (CIPD) reported in August 2013, based on a survey of 1,000 workers, that up to 1 million workers in the UK, or 3-4% of the workforce, work under the terms of a zero-hour contract.  Based on a survey of 5,000 of its members, Unite, Britain`s largest trade union, estimates that up to 5.5 million workers are subject to zero-hour contracts, or 22% of private workers. The mass 1 survey showed that zero-hour contracts were more common in the North West of England, among young workers and in agriculture. Often, workers have stated that vacation pay is denied (which is illegal) and, in most cases, sick pay. The National Farmers` Union, which represents farmers, supports zero-hour contracts because they offer the flexibility needed for tasks such as harvesting.  If you really need a flexible pool of workers or a company where demand fluctuates, zero-hour contracts can work just fine. One aspect you should definitely understand is the zero-hour contract notice period. A zero-hour contract is a type of employment contract between an employer and an employee. This effectively means that as an employer, you are not obliged to guarantee a person`s working hours.
Similarly, your employee is not obliged to accept a job you offer him, and he is also free to work for other employers. For more information, see our document on the work week, how to apply for a group hours contract and how to complain if you think your request has been inappropriately refused. Zero-hour contract is a term used to describe a type of employment contract between an employer and an employee when the employer is not required to provide the employee with minimum working time. The term “zero-hour contract” is mainly used in the United Kingdom. On the other hand, if you get 3 hours of work out of the 20, you would be compensated for 2 hours of salary to carry you up to 25% of the contract hours. A zero-hour contract means that workers are supposed to be available for work but don`t have guaranteed work.3 minutes of reading time It can be frustrating when your employees twiddle their thumbs and are paid for the privilege. That`s why zero-hour contracts are very attractive to employers. Under a zero-hour contract, you are not required to offer him work and the person is only paid for the hours he actually works.
A bill banning zero-hour contracts was passed unanimously on March 10, 2016 and came into force on April 1.  Workers on zero-hour contracts are vulnerable to exploitation because they can be refused work at any time for any reason, including refusal to respond to a demand for work. Refusal to work in a particular case for any reason may result in a longer period of lack of work.  Due to the uncertainty of workers` working hours, zero-hour contracts pose problems for workers with children, as it is difficult to arrange childcare. The increasing use of zero-hour contracts was the subject of a series of articles by The Guardian at the end of July 2013 and was relevant to Parliament from 2013 onwards.  Vince Cable, the government`s secretary for economic affairs, is considering stricter regulation of treaties, but has ruled out a ban.  Labour MPs Alison McGovern and Andy Sawford campaigned to ban or better regulate the practice.  In most cases where an employer uses a zero-hour contract, it actually hires an “employee” […].
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