In 2015, employers were prohibited from offering zero-hour contracts that prevented workers from working for another employer at the same time. As of September 2017, the UK`s Office for National Statistics estimated that there were more than 900,000 workers on zero-hour contracts, or 2.9% of the workforce. Since April 2015, exclusivity clauses in zero-hour contracts have been prohibited by the government under the Small Business, Business and Employment Act. This means that you can`t use clauses that prevent an employee from working for another company under a zero-hour contract, or even try to avoid it by getting the employee to ask permission beforehand. An exclusivity clause can be ignored and is therefore unenforceable. Zero-hour contracts offer basic social security benefits such as maternity/paternity benefits, vacation, health insurance. A zero-hour contract may be different from casual work. The employee can sign an agreement to be available for work when needed, so no specific number of hours or hours of work is specified.  If, for example, an employee of a care facility must accompany a resident to the hospital on short notice, an appropriate replacement worker may be called under a zero-hour contract. Similarly, schools maintain a panel of teachers to replace the unexpected absence of a regular teacher. However, since March 2015, they are defined as an employment contract or other employment contract for the purposes of exclusivity clauses, but it is not guaranteed that the employee will receive work from the company. The UK government`s labour relations survey conducted in 2004 and 2011 shows that the proportion of jobs where some employees have zero-hour contracts increased from 4% in 2004 to 8% in 2011.
The survey found that large companies are more likely to use zero-hour contracts. 23% of workplaces with 100 or more employees used zero-hour contracts in 2011, compared to 11% of those with 50 to 99 employees and 6% of those with fewer than 50 employees.  A bill banning zero-hour contracts was passed unanimously on March 10, 2016 and came into force on April 1.  If you change the contract, read it to see if there are any conflicts or ambiguities, and if you are unsure, contact a lawyer. In the UK, zero-hour contracts are controversial. Trade unions, other workers` organizations and newspapers have described it as labour exploitation. Employers who use zero-hour contracts include Sports Direct, McDonald`s, and Boots. The general working conditions of workers have been improved by the Employment (Miscellaneous Provisions) Act 2018.
This law strengthens your labour rights in several ways, including banning zero-hour contracts in most cases (see “Rules” below). .