Controversial zero hour deals are here to stay, claims lawyer

Harmajinder Hayre, a partner in the employment team at Ward Hadaway in Leeds, said that the number of workers on these contracts appears to have risen over the last year.

He said: “The basic principle behind ‘zero hours’ contracts is that it is an agreement between the employer and the employee which does not oblige the employer to provide a set number of hours’ work to the employee.

“However, it is important to note that any individual employed under a zero hours contract will either be an employee or a worker, so will be entitled to at least the National Minimum Wage, paid annual leave, rest breaks and protection from discrimination. Those aged 25 and over will also be entitled to the new Living Wage rate from April 2016.

“Many employers are keen on zero hours contracts due to the flexibility it can bring to their business. This flexibility can also be beneficial for employees too, particularly for those who have to fit work around other commitments, such as students.

“However, there have been concerns raised that the use of zero-hours contracts has led to a rise in ‘under-employment’, as many individuals agree to enter into such arrangements because there are no other jobs available and once signed up, they are then left with no guaranteed work or income.”

Changes in the use of exclusivity clauses in zero hours contracts have sought to address these concerns.

A worker survey in September 2015 estimated there were 744,000 people employed on zero-hours contracts, representing 2.4 per cent of the working population – an increase of 19 per cent on the previous year.

Mr Hayre, who is also executive partner at Ward Hadaway Leeds, made his comments as the build-up continues to the Ward Hadaway Yorkshire Fastest 50, the annual run-down of the fastest growing privately owned companies in Yorkshire, which Ward Hadaway sponsors and organises in association with The Yorkshire Post.

The awards take place at Aspire, Leeds on Friday, March 18.