ChatterBank0 min ago
Zero Hours Contract ?
3 Answers
I work as a casual worker for an agency, mainly as a kitchen porter.
Now the catering company I do most of the work for have offered me a 'Zero hours' contract to work for them direct rather then via the agency.
What are the advantages and disadvantages of this?
As I see it I am at least no worse off.
Now the catering company I do most of the work for have offered me a 'Zero hours' contract to work for them direct rather then via the agency.
What are the advantages and disadvantages of this?
As I see it I am at least no worse off.
Answers
1 to 3 of 3
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Eddie, I'm aware you know a fair bit about these things (as you often contribute to others' questions).
The law and hence an Employment Tribunal differentiates between a 'worker', an 'employee' and a 'self-employed person. Both 'workers' and 'employees' benefit from having basic employment rights - covering for example, NMW and rights to prevent one being exploited.
Both 'casual contracts' and 'zero hours contracts' are examples of agreements that would normally constitute you being a worker, but without the wider benefits often provided to 'employees' of the organisation - sick pay, for example, except the right to Statutory Sick - which is part of basic employment rights.
I can't see that you'd be any worse off - indeed you may be better off because a zero hours contract will invariably mean that your contract is with the organisation, not the agency, who of course currently take a cut in exchange for dealing with your payroll admin. You may be able to agree that some or all of this cut comes to you.
The law and hence an Employment Tribunal differentiates between a 'worker', an 'employee' and a 'self-employed person. Both 'workers' and 'employees' benefit from having basic employment rights - covering for example, NMW and rights to prevent one being exploited.
Both 'casual contracts' and 'zero hours contracts' are examples of agreements that would normally constitute you being a worker, but without the wider benefits often provided to 'employees' of the organisation - sick pay, for example, except the right to Statutory Sick - which is part of basic employment rights.
I can't see that you'd be any worse off - indeed you may be better off because a zero hours contract will invariably mean that your contract is with the organisation, not the agency, who of course currently take a cut in exchange for dealing with your payroll admin. You may be able to agree that some or all of this cut comes to you.
There have been a lot of articles in the press about these so called ‘zero hour’ contracts recently – mostly on the negative, where staff are moved to such a contract.
Based on what I have read, the down side is that although on contract with the employer – they are under no obligation to offer you any work, hence the zero hours.
If I was offered such a contract – I would make sure that I was free to work elsewhere (anywhere) when they are not able to offer me work and what the notice period is whereby I have to (am expected to) work the hours offered.
Based on what I have read, the down side is that although on contract with the employer – they are under no obligation to offer you any work, hence the zero hours.
If I was offered such a contract – I would make sure that I was free to work elsewhere (anywhere) when they are not able to offer me work and what the notice period is whereby I have to (am expected to) work the hours offered.
Thanks people just about what I thought. The catering company are not going to use the agency unless it is an emergency as the agency charge them double what they pay me. I get £6.20 an hour but the people I work for get charged £12.45 by the agency. I intend to keep both options open so I can work for either of them.
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