Better Business / Member news
‘Game changer’ reform for zero-hour contract workers
The Employment Rights Bill, published on October 10 2024, introduces much-needed reforms for employees on zero-hour contracts.
The Bristol law firm, Barcan+Kirby has long been a vocal advocate for such reforms. For them the Employment Rights Bill represents a significant step towards fairer treatment for zero-hour contract workers.
These changes aim to provide greater financial security and wellbeing for workers who have long faced uncertainty regarding their hours and income. The new legislation offers employees key rights, including guaranteed hours, reasonable notice of shifts, and compensation for last-minute cancellations.
Zero-hour contracts do not guarantee employees a set number of working hours. While they provide flexibility for both employers and employees, they often leave workers with inconsistent income and uncertain job security.
Natalie Pring, associate at Barcan+Kirby’s employment team and deals with both employee and employer matters
Workers on zero-hour contracts are entitled to statutory annual leave and the National Minimum Wage, and they have the freedom to work for more than one employer. However, the unpredictability of such contracts has raised concerns about financial instability.
Barcan+Kirby, a firm committed to advancing workers’ rights, has long highlighted the need for protections for those on zero-hour contracts. The Employment Rights Bill reflects this commitment by introducing provisions to improve workers’ security and reduce exploitation.
A major change under the new Bill is the introduction of a guaranteed hours contract.
Employees on zero-hour or low-hour contracts will have the option to secure a guaranteed number of hours, based on the hours they typically work over a 12-week reference period. Those who still prefer the flexibility of zero-hour contracts can choose to continue without a guaranteed commitment.
The Bill also introduces reasonable notice of shifts. Employers will be required to provide employees with sufficient notice if shifts are changed.
While the specific timeframe will be determined through government regulations, this move ensures workers have more control over their schedules, reducing the uncertainty and disruption caused by last-minute changes.
The Bristol law firm, Barcan+Kirby has long been a vocal advocate for reforms in zero-hour contracts
Furthermore, the Bill offers compensation for last-minute shift cancellations or reductions. If an employer cancels or alters a shift with little notice, workers will be entitled to compensation for the financial loss incurred. Although the details of this provision are yet to be fully clarified, it represents an important shift in the way employers must treat workers.
The Government has proposed that the changes for zero-hour workers will begin consultation in 2025, with reforms expected to take effect no earlier than 2026.
To get expert advice on matters relating to zero-hours contracts, visit barcankirby.co.uk/make-an-enquiry
All photos: Barcan+Kirby
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