Navigating the Summer Surge: HR Considerations for UK Businesses

To navigate this busy period effectively, employers must consider the most suitable options, employment status and holiday entitlement for temporary workers.

Understanding contract options

When extending headcount temporarily, it’s crucial to choose the right contract type. Zero-hour contracts are a popular choice in sectors such as hospitality, retail, and warehouse work. These contracts provide businesses with the flexibility to adjust staffing levels according to fluctuating demand without committing to a fixed number of hours.

The benefits of such contracts include the flexibility offered to both parties and may serve as a stepping stone to more permanent working arrangements.

While zero-hour contracts offer flexibility, they should not be used as a permanent measure and should include suitable safeguards to avoid exploitative practices. The UK Government has proposed changes to address these concerns, aiming to ban exploitative zero-hour contracts.

Their proposed changes include:

1. Reasonable notice of shifts: Employers may need to provide reasonable notice for shifts and compensate employees for last-minute changes.
2. Guaranteed hours based on reference period: Contracts might need to reflect the number of hours worked over a 12-week reference period, ensuring more stability for workers.

Holiday entitlement and employment status

Employers must also consider the holiday entitlement and employment status of zero-hour workers. These employees are entitled to paid holidays based on the hours they work. Accurate record-keeping and transparent communication are essential to ensure compliance with legal requirements and to foster a fair working environment.

In summary

As businesses gear up for the remainder of the summer season in the UK, understanding and implementing the right employment contracts is crucial. Zero-hour contracts offer flexibility but come with their own set of challenges. By staying informed about the relevant implications and proposed changes, employers can create a balanced approach that benefits both the business and its workers.

How ZEDRA can help

We know that 2024 has already seen a lot of change in UK legislation and the election of a Labour Government will certainly bring more.

Our team of experts will be keeping a close eye on changes being implemented, and we are ready and available to discuss what the impact could be for your organisation. For more information, contact Amie Crowther-Bali.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.