Are you one of the 53% of employers in the hotel and restaurant sector who uses zero-hours contracts? If so, read on...
New legislation has recently been passed to stop you compelling any of your workers who are engaged on a zero-hours contract from working exclusively for you. The new law effectively makes any provisions in a zero-hours contract that seek to prohibit the individual from doing work or performing services under another contract or arrangement unenforceable.
What does this mean for you?
A. Review each of your current zero-hour contracts to see whether you have any such exclusivity provisions. If you do, this should be addressed, probably by entering into a new contract or varying the terms of the existing one.
B. You also need to watch out for further legal developments as there are suggestions that more changes may follow. This could include anything from giving additional rights to zero-hour workers to requiring employers to pay compensation to such individuals.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
