Partner Article

Zero hours workers free from exclusivity clauses

A ban on exclusivity causes in zero-hours contracts is set to benefit workers in Oldham, according to a leading employment law expert.

The provision, part of the Small Business, Enterprise and Employment Act 2015, was introduced today (26 May) and means that staff on flexible employment agreements can work for more than one company without fear of being sacked or disciplined.

Susan Mayall, head of employment at Pearson Solicitors, welcomed the new measure but warned that businesses will now need to review their current flexible labour arrangements.

Susan commented: “This is great news for employees and will bring financial security to many, offering greater control over their hours and income when there is no guarantee of work.

“While exclusivity clauses are not widely used, employers should review all zero-hours contracts to ascertain whether they’re included and the reasons why. If exclusivity clauses are present employees should be informed that they will no longer be enforced.

“Businesses that did rely on exclusivity clauses should consider alternatives such as permanent employment contracts with specified working hours, fixed-term contracts or agency worker arrangements during busy periods.”

The Office for National Statistics (ONS) estimated that companies in the UK used 1.8 million zero-hours contracts in August 2014.

For more information about zero-hours contracts and how the ban on exclusivity clauses might affect your business, please call Susan Mayall on 0161 822 0677 or email susan.mayall@pearsonlegal.co.uk.

To find out more, visit www.pearsonlegal.co.uk or follow us on Twitter @PearsonSFA.

This was posted in Bdaily's Members' News section by Ryan Gibson .