Fairer Hours and Contracts

The GBC requires a fair approach to zero hours contracts, including fair shift scheduling and cancellation policy, and proper consideration given to contracts with guaranteed hours.

3.9m

The number of workers in insecure, low-paid work with millions facing cancelled shifts and a lack of stable hours.

TUC, 2023

24%

Of all jobs in adult social care are employed on zero hours contracts.

CIPD, 2022

50%

Of below Living Wage workers have less than a week’s notice for shifts, hours or work schedules.

Living Hours Index, 2022

We require at least 2 weeks notice of shifts for contracts without guaranteed hours or minimal hours (except for emergencies) and full payment if cancelled within 2 weeks. Employees should understand their rights, face no penalties for declining shifts or requesting more fixed hours and there should be annual meetings to review actual hours worked for potential adjustments to their contracts.

Impact – Why Fairer Hours and Contracts Matter

Workers in insecure work such as zero hours contracts (common in agriculture, healthcare and hospitality) struggle to budget as their income differs each month. This also makes it difficult for them to secure a tenancy or mortgage. In some situations, workers find shifts cancelled last minute, but not paid, when they may still incur childcare costs, for example.

They are vulnerable, often denied other rights such as annual leave and sick leave, and often on the lowest paid wages, leading to an inability to afford the basics.

Resources

Exemptions

Exemptions are extremely rare and there will be a thorough investigation by the GBC team before an exemption is made. Here is one example we have had that would be an exemption.

Associate Lecturers and Zero Hours Contracts

Associate Lecturers are on zero hours contracts. They are professionals (lawyers, accountants, businessmen etc) usually with full-time roles who also lecture at the University. They have zero hours contracts – neither party is tied to anything, but lectures are agreed well in advance of academic terms/years by both parties, and they sometimes do emergency cover.

Something like this would be classed outside the scope because this is additional work alongside a main job, at a high rate of pay. The fairer hours component is focused on those experiencing insecure work, usually alongside low pay, and the impact that has for UK workers on these types of contract.

Our Stance On – Platform Economics

We welcome efforts to improve the employment rights of gig economy and platform economy companies and ensure platform work is decent work.

A gig or platform economy company would be able to join the Good Business Charter if they were able to ensure employees were receiving the real living wage, had guaranteed work with security of contract, had their wellbeing properly cared for (not just via an online platform), a voice – and the ability to unionise if employees wished to – and appropriate measures to ensure diversity and inclusion in the workforce. This will be a challenge for the industry in its current state but we are hopeful that things will improve to show that a platform economy company can also champion responsible business behaviour.