Exclusivity Clauses Outlawed
From 26th May 2015 Zero Hours Contracts that prevent employees from working elsewhere or require the employee to get consent from the employer before working elsewhere, are void and cannot be enforced.
This change comes along with a statutory definition of a ‘Zero Hours Contract’: in a nutshell, it is when paid work is conditional on the employer providing it and there is no guarantee that work will be provided.
These types of contracts have been in the limelight for a while now; mostly because some employers use them unfairly and unscrupulously. A recent example is provided by Sports Direct, who employ the vast majority of employees at their depot (around 4,700) on Zero Hours Contracts.
However, it is still perfectly legitimate to use a Zero Hours Contract where there is a bona fide requirement for flexibility. We can provide your business with a contract template that is fair and legal.
- Agency Workers
- Case Studies
- Allegations of Sexual Abuse
- Associations with those convicted of a serious criminal offence
- Diabetes and Disability
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- Reasonable Adjustments
- Reasonable Adjustments and Time Limits
- Religion & Belief
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- Restrictive Covenants
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- Worker Status
- Working Time
- A new flexible working culture for the UK?
- Discrimination Questionnaires bite the dust
- Disqualification by association
- Employment Tribunal Fees
- Mandatory ACAS Conciliation?
- Massive reduction in ET Claims
- New Regulations
- Obese Employees and Disability
- Partners' New Rights to Attend Ante-Natal Appointments
- Pensions auto-enrolment
- Redundancy and Maternity Leave
- Shared Parental Leave
- SSP no longer reclaimable by Employers
- The European Court of Justice says: 'holiday pay must include commission'
- UK Constitution
- Unfair Dismissal Compensation
- Without Prejudice and Protected Conversations
- Zero Hours Contracts