Organizations considering using zero-hour contracts should think carefully about the business reasons for doing so, including whether there are other types of flexible work or employment practices that would bring the same benefits. Employment status is a key issue that employers need to consider when using zero-hour contracts, and undoubtedly one of the many challenging aspects of managing these contracts. The three main types are employees, employees and self-employed. The correct status category depends to some extent on the content of the actual or implied employment contract, but ultimately a legal decision would be based on how the working arrangements work in practice. A 0-hour contract is a type of employment contract that does not guarantee employees a minimum number of hours. This means that employees have no guarantee of work (or therefore remuneration) from their employers. Employers should define in the contract the employment status of employees on zero-hour contracts and regularly (at least once a year) review how these contracts work in practice. Reviews should include discussions with supervisors and employees about zero-hour contracts. If the reality of the employment relationship no longer coincides with the employment contract, one or the other should be adapted to align it. In the UK, a zero-hour contract is not a legal obligation and has no specific legal status. Therefore, its conditions vary from one employer to another. Zero-hour contracts are particularly at the heart of the debate in the UK, where trade unions and workers` representatives are calling for more regulation. Discussions will focus on topics such as: employers should consider whether zero-hour working is appropriate for their business and whether there are other ways to provide flexibility to the organization, such as using annual working hours or other flexible work options.
Zero-hour work is suitable for situations where the workload is irregular, where there is no constant need for staff, or where staffing needs are determined by external factors beyond the employer`s control. In 2015, the Campbell Live TV show revealed that major companies like 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.  A zero-hour contract means that workers should be available for work, but not guaranteed to work. The amount of work they receive may vary, so there is no guarantee of the amount of payment they will receive. Before signing a zero-hour contract, you should always consider the following points to make sure you`re getting into. There is no regulation of zero-hour contracts at European level and their implementation varies from one Member State to another. In Ireland, there is some legal protection for workers on zero-hour contracts, while in Italy, the use of on-call time is restricted by law. In the Netherlands, the employer only has to pay for hours worked during the first six months of an employment relationship. However, at the end of this period, the employer must pay the average hours worked over the last three months as long as the contract is active, even if the employee is never hired.
Sectoral collective agreements can extend this six-month period indefinitely and add other elements. Frequently Asked Questions on Legal Issues Related to an Employee`s Working Conditions Overall, employers benefit more from this type of contract than employees. Zero-hour contracts should be a temporary or supportive measure and should not be used as a basis for the main functions of a business or when a person regularly works for an extended period of time. The importance of the 0-hour contract is a type of employment contract that does not guarantee the employee a number of hours of work.3 min spent reading Other important reasons to use zero-hour contracts are to reduce costs and avoid the specific costs associated with using temporary workers.