Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Zero hoursEmployment contracts

Bill looking to ban zero-hours contracts moves a step closer

by Ashleigh Webber 9 Jan 2018
by Ashleigh Webber 9 Jan 2018

A bill seeking to ban zero-hours contacts and bolster workers’ rights is to come before parliament for a second reading next week.

Bill sponsor Chris Stephens, MP for Glasgow South West, said the Workers (Definition and Rights) Bill 2017-19 would bring some clarity to the definition of a “worker” in light of recent Supreme Court judgments, and provide greater protection from the first day of a person’s employment.

As well as banning the use of zero-hours contracts, it would also provide more safeguards to those in “precarious” work, such as the hospitality sector.

Zero-hours contracts

How to employ an individual on a casual or zero hours contract

What is the status of workers engaged on casual or zero hours contracts?

The bill is due to receive its second reading in the House of Commons on 19 January.

Ahead of its first reading in October, Stephens said the bill went beyond the recommendations made in the Taylor Review of modern employment practices last year, which suggested that workers on zero-hours contracts should have a right to request a contract that guarantees their hours after 12 months in post.

He claimed the Taylor Review, which has advised that zero-hours contracts should not be banned, “gave more weight to the interests of consumers and employers” than to workers’ interests.

He told MPs before the bill’s first reading: “The clear implication is that full-time secure employment with rights, a pension and clearly defined hours is an outdated 20th-century concept, instead of the peak of a hard-fought struggle to redress the balance between employer and employee—or, at its most extreme, exploiter and exploited.”

“The time has come to secure legislation that uses the court judgments to clarify the nature and status of workers today.”

However, employment lawyer John Hayes of Constantine Law said it would be difficult to enforce a ban on zero-hours contracts. He said the Taylor Review’s recommendation of a “pay premium” on the national minimum wage or national living wage for companies that wish to retain a flexible workforce would be more suitable.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

“This passes the commercial risk for contingent working from the worker (where it currently sits) to the employer. In short, employers reliant [on] highly flexible workforces will have to pay more, per hour, for labour,” Hayes said.

According to Herald Scotland, Stephens believes certain workers’ rights, such as protections against workers being asked to work more than an average of 48 hours a week,  will be lost when the UK leaves the EU unless MPs pass new legislation. Stephens said it was “frustrating to have the sense of the clock being turned back to Victorian standards of employment”.

Ashleigh Webber

Ashleigh is a former editor of OHW+ and former HR and wellbeing editor at Personnel Today. Ashleigh's areas of interest include employee health and wellbeing, equality and inclusion and skills development. She has hosted many webinars for Personnel Today, on topics including employee retention, financial wellbeing and menopause support.

previous post
Hospital bans sugary food and drinks to reduce staff obesity
next post
Could an ‘intelligent assistant’ help you hire the best candidate?

5 comments

Jane 10 Oct 2018 - 12:42 pm

I think zero hour contracts should be illegal. This is a modern form of slavery.
I plead to those in power to prevent more and more people being exploited.

Comments are closed.

You may also like

Government publishes ‘roadmap’ for Employment Rights Bill

2 Jul 2025

Graduate jobs this summer ‘will be toughest since...

25 Jun 2025

Employee ownership rockets in past decade

25 Jun 2025

Lawyers warn over impact of Employment Rights Bill...

13 Jun 2025

Institute of Directors demand reforms to Employment Rights...

6 Jun 2025

Top 10 HR questions May 2025: Failure to...

2 Jun 2025

Bank holidays: six things employers need to know

23 May 2025

Fire and rehire: the relocation question

22 May 2025

CBI chair Soames accuses ministers of not listening...

16 May 2025

Zero-hours workers’ rights to be extended from beyond...

8 May 2025

  • Empowering working parents and productivity during the summer holidays SPONSORED | Businesses play a...Read more
  • AI is here. Your workforce should be ready. SPONSORED | From content creation...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+