Unlike a traditional contract of employment, a zero-hours contract offers no guarantee of work. Many employers use such contracts to cover situations where work fluctuates, and many individuals also find this to be a suitable working arrangement. However, there has been criticism of their widespread use in the UK. Although there is currently no legal definition for a zero-hours contract, employers need to ensure that written contracts contain provisions setting out the employment status, rights and obligations of their zero-hours staff.

This factsheet examines the business rationale for considering zero-hours contracts in the workplace, and the issues to consider when using zero-hours contracts. It also examines legal changes surrounding zero-hours contracts and puts forward good practice recommendations for areas where employers might need to improve their working practices.

Explore our viewpoint on employment status, rights and regulation in more detail, along with actions for government and recommendations for employers.

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The Employment Rights Bill will give workers on zero hours contracts and workers with a ‘low’ number of guaranteed hours, who regularly work more than these hours, a right to move to a guaranteed hours contracts which reflect the hours they regularly work. Keep up to date with the latest on these changes with our Tracker of potential law changes.
 
This page outlines the current legislation that should still be followed until any changes come into force. We will update this page once any changes are enforced.

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