As published online in Retail Week, 25 June 2014.
Zero-hours contracts have become something of a cause célèbre for the UK national press as more and more employers and employees have turned to “contingent work” in the attempt to combat a weak employment market in the post-recessionary economy, and as cases of alleged abuses by high-profile employers have come to light.
With as many as half of all employee-employer relationships in the UK expected to be on contingent terms by 2030, Vince Cable’s proposal today of a bill banning the imposition of exclusivity clauses on employees with zero-hours contracts represents an important first step towards addressing the imbalance in power that has emerged in these employment relationships. While it may not have a major impact initially – many employers using zero-hours contracts do not operate exclusivity clauses – the legislation will provide greater control over the long term.
To read the full article please visit our dedicated employment blog: employment-law.ondemand.com ›This information is intended as a general discussion surrounding the topics covered and is for guidance purposes only. It does not constitute legal advice and should not be regarded as a substitute for taking legal advice. DWF is not responsible for any activity undertaken based on this information.