This said, I have to point out that zero-hour contracts do give the employee unlimited amount of flexibility in the best scenarios.
In the best scenarios, I say, because in the best cases, the employer allows the employee to refuse work on offer. That means for the employee, it’s really a situation of I work as I please.
However, some employees don’t allow that. In fact, in the worse cases, employers kind of ask their contractors to be on permanent stand-by, i.e. be ready when work arrives and do not look for work elsewhere – even if there’s no work from here.
In this case, everything’s in favor of the employer. It’s like, work for me, only for me and have no complaint. Now go away and work.
I mean, wait (for work).
All right, let’s learn more about zero-hour contracts via media reports:
1. Workers on zero-hour contracts can be given no work at all in any given month, but have to wait for it to turn up anyway. No work means no pay. Unison describes the deal as “fuelling insecurity and low pay and causing high staff turnover”.
But though the deals are in place to help employers, saving them from having to commit to full contracts, zero-hour contracts should be used sparingly by bosses, says Mr Brinkley of The Work Foundation.
Though the contracts can work well in some sectors: universities and the NHS, he said they can have negative effects elsewhere: “Employers should only use them sparingly, because if you look at the evidence, what makes companies successful is the degree to which employees engage with the company and align with its interests, and it’s very hard to do that if your employees are on zero-hour contracts. Because your employees by definition are going to be more remote and less engaged.
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