Today sees good news for those working on zero hour contracts. The “Exclusivity Terms in Zero Hour Contracts (Redress) Regulations 2015” have been introduced effectively banning exclusivity clauses in zero hour contracts.
Exclusivity clauses prevent employees on zero hours contracts from working for another employer at the same time, even though they are not guaranteed any hours with the zero hour employer. This has long been a contentious issue with the rise in popularity of these types of contract.
The new regulations state that:
- any dismissal of a zero hour contract employee is automatically unfair if the main reason for dismissal is breach of a contractual clause prohibiting them from working for another employer
- no minimum qualifying period of employment is needed before bringing an unfair dismissal claim of this type (whereas most non-discrimination claims need 2 years of employment)
- it is unlawful to treat a zero hour worker detrimentally if they work for another employer in breach of a contractual clause prohibiting them from doing so
For more information on zero hour contracts, or if you think you may have been subject to unfair dismissal under the new rules, contact us today for a FREE 30 minute consultation with one of our expert employment law solicitors.