He says: “Our research shows that zero hours contracts can work well when used correctly and the flexibility suits many groups such as students, retirees, and school day mums… the government have made a good start by outlawing exclusivity but the Labour party was also keen on introducing award of compensation for shifts cancelled at very short notice (which does happen and is down to poor management).”
Davies goes on to say that “employers should appreciate that it’s all about good communication and establishing a balance that gives the employer and the worker what they require”. Furthermore, he explains a key concern is that people are not actually given a physical contract: “Our advice is that the worker/employee should be given their contract within eight weeks… and then any terms and conditions explained to them”.
When asked about long-term zero hour contracts, he believes that “it all depends upon our position in the economic cycle and the confidence a business has … zero hours is not really a long-term employment strategy and should be used more as the precursor to part-time or full-time work”.
In tomorrow’s instalment of our Zero Hour series, we summarise with ‘Zero hours in a nutshell’.