The Employment Rights Bill on Zero hours Contracts and Flexible working

October 21, 2024 4:58 pm Published by

The Employment Rights Bill proposes some changes to Zero Hours contracts and Flexible working.

 Zero-hours contracts

What is the law currently?

Zero hours contracts are used for staff where no minimum hours are guaranteed and workers are not obliged to accept any hours offered. 

What is changing?

Employers will be required to offer guaranteed hours to staff on zero hours contracts to reflect the hours they regularly work over a reference period of e.g. 12 weeks. Workers must be given reasonable notice if they are required to work a shift, or if a shift is cancelled or changed. However where work is genuinely temporary there will be no expectations on employers to offer permanent contracts and those staff who wish to remain on zero hours contracts will be able to do so.

So how should employers prepare for these changes?

Employers should consider whether zero hours contracts are necessary and if guaranteed hours contracts can work for their staff instead. A policy of minimum notice periods of e.g. 48 hours to require staff to work, or for the employer to change or cancel a shift where possible should be implemented.

Flexible working

What is the law currently?

Employees have the right to request flexible working from day one. Employers must respond to requests within two months and must consult with employees prior to refusing a request. There are 8 business reasons for refusing a request. 

What is changing?

Not a huge amount. Employers will only be able to refuse a request for flexible working if it is ‘reasonable’ to do so. If refusing a request for flexible working employers will need to state the grounds relied upon and explain why they consider it reasonable to refuse the request on those grounds.

So how should employers prepare for these changes?

Employers should ensure that each request for flexible working is managed formally i.e. the employee should be asked to put the request in writing and a meeting held to discuss the details. The employer should respond to the request in writing.

If you have any questions regarding the proposed changes or their impact on your business please contact us via help@yourhrpartner.co.uk.

Tags:

Categorised in: ,

This post was written by SKHR