Home > Employment Law > Zero Hours Contracts Explained

Zero Hours Contracts Explained

By: Abigail Taylor - Updated: 13 Jun 2017 | comments*Discuss
 
Zero Hours Contract Employer Employees

What are zero hour contracts? Essentially these are employment contracts with no guaranteed hours. This means that employees are not guaranteed any work by their employers (and therefore no pay).

Around 2.3% of the UK workforce has a zero hour contract and this number is rising. Zero hour contracts are also closely linked to low guaranteed hour contracts, for example those which offer less than 20 hours per week. If these were included in the statistics, the figure would be considerably higher. The number of zero hour contracts also greatly fluctuates depending upon the time of year, with peaks in mid-Summer and around Christmas.

Why are there so many zero hour contracts?

Zero hour contracts are used by many employers in order to secure flexible employees. These types of contracts are particularly popular in the catering and retail industries where the required staffing levels vary at different times of year, and on occasion at short notice. Employers only need pay employees on zero hour contracts when they are needed to work, and don't have to spend money on wages for staff that they do not need.

Zero hour contracts can also provide a benefit to those seeking flexible, occasional or part-time employment. Typically those on zero hour contracts are students, or the semi-retired. There is also a higher percentage of women, who often use zero hour contracts as a way of securing flexible working hours whilst raising young children.

Zero hour contracts are used by many large brands such as:

  • JD Wetherspoon
  • Sports Direct
  • Cineworld

(Interestingly many workers at Buckingham Palace also have zero hour contracts!)

What is the problem with zero-hour contracts?

"I work at a bar on a zero hour contract. When I started, my manager said that they could give me around 25 to 30 hours a week. That started ok, but now I don't usually get more than 20. Sometimes it's only 10 hours! What can I do?"

According to the Office for National Statistics, around a third of those on zero hour contracts want more hours. Unfortunately this can be the problem with zero hour contracts; no matter what you were told would be the approximate number of hours that you could be offered each week, your contract does not guarantee you any hours.

TIP: When signing an employment contract, make sure that you are happy to only receive the minimum number of hours on the contract. For example if your contract says that you are only guaranteed 8 hours per week, are you happy to only receive that number (and only be paid for this)?

"I am on a zero hour contract and I have been suspended with no investigation and no reason and my next week's rota has had my hours taken off me. Is this against the law?"

Zero hour contracts offer workers little stability; employers are not obliged to provide workers with any hours and so can simply choose not to give any hours, without providing a reason for this. However just because your employer has not provided a reason does not mean that you cannot ask for one - your employer may be honest with you and be able to tell you how likely it is that they will require you to work in the future on current business level predictions. If they will not likely require you to work the number of hours that you need, or do not provide a good reason for cutting your hours, it may unfortunately be time to seek new employment.

"I am on a zero hour contract and the manager decides who gets what shifts. Everyone sucks up to him all the time. I'm worried that the guard on one of our machines is loose. Should I say something? I am worried that if I cause trouble, I won't get any work."

The Chartered Institute of Personnel and Development has raised concerns that employers can take advantage of their power to allocate working hours under zero hour contracts and use this as a management tool. This could lead to favouritism and could decrease safety in the workplace, as employees are scared of appearing to cause trouble and potentially then not receiving as many working hours/shifts as a result.

Do I really have a zero hour contract?

'My written contract does not guarantee me any work hours, but for the last 6 months, I've worked regular shifts - 9 to 5 Monday to Thursday, 8 to 4 Friday. Is this a zero hour contract?'

The Employment Appeals Tribunal in Pulse Healthcare Ltd v Carewatch Care Services Ltd & Ors (2012) determined that employment contracts must reflect the true nature of the employment. Zero hour contracts are meant to be a casual arrangement to enable employers to cater for changing levels of demand. However if a worker on a zero hour contract regularly works the same hours, then their employment contract reflects this, regardless of what their written contract states.

Having worked the same regular shifts for 6 months, it is likely that your true employment contract is not a zero hour contract. A regular hour employment contract gives you greater statutory employment rights than a zero hour contract.

"I have been working for a company on a zero hour contract for the last 3 years, working at least 35 hours a week. I have been offered a better job elsewhere but could take up to three months to start, because of the relationship I have with my managers I thought I would let them know I would be leaving to give them plenty of notice but not formally hand in my notice. I have now been told this morning that they want me gone at the end of May even though my start date for my new job isn't until the 1st July, which will mean I will be out of a job for 1 month without any pay. Is there anything I can do?"

If you are on a zero hour contract, then the company is entitled to reduce your hours to zero throughout June, as they are not obliged to provide you with any working hours. (The exception would be if they were discriminating against you for a "protected" reason, such as your gender, ethnicity, age or sexual orientation. It does not seem that that is the case here; it seems that they are more upset that you are leaving.)The main question here seems to be whether you are in reality still on a zero hours contract, despite what the written document states. If you have had a regular working pattern, working the same days and hours for the last three years, then you would have a reasonable argument to say that you in fact have a regular hours contract and so are entitled to a minimum number of hours until your notice period expires. If you wish to pursue this route, it may be worth consulting an employment lawyer or your local Citizens Advice Bureau for assistance.

Rights for those with a zero hour contract

Workers on a zero hour contract have the following employment rights:

"I'm on zero hours contract and some weeks get very few hours. Other weeks my employers send me a rota with say 40 hours on it then ring me during the week to add more hours, they say I can't refuse to do them. I thought zero hours contracts worth both ways; they don't have to give me any hours and I don't have to work all the hours offered."

(1) Workers cannot be forced to only work for one employer during this period and may refuse work offered. You are not therefore obliged to accept all the additional hours offered.

(2) Workers are entitled to be paid for the hours that they have worked, travelling time (if this is part of the job as opposed to getting to the job - eg a carer travelling from one appointment to another) and for any time spent on call.

"I'm on zero hours contract, I tile kitchens for a housing association, if I'm in the middle of one job does my employer have the right to terminate that job to send me to another which they have agreed a time with the tenant without consulting me about that time before agreeing it, this is despite the fact that I won't get paid for the job I'm on until it is finished, I don't get paid by the hour, I get paid a price for each job."

You are entitled to be paid for all the work that you have carried out within a reasonable amount of time. As your agreement is that payment is due upon completion of a job, this will be within a reasonable amount of time from the date of completion. Your employer is entitled to move you from job to job, or even no longer require you to complete a job, but must pay you for work done. As on your payment agreement, this disrupts your cash flow, you may be best to speak to your employer to agree what happens in that situation. For example if they require you to prioritise another job before completing your current one, are they willing to pay you part of the cost of the completed works to reflect the work carried out up to that point? They may have genuine reasons why other jobs need to be prioritised and just simply not thought about the impact of this in light of your current payment arrangements.

(3) Zero hour workers are entitled to statutory annual leave and national minimum wage in the same way as regular workers.

(4) Zero hour workers are still entitled to work in a safe environment, in the same way as any other worker.

Most zero hour contracts will give staff "worker" employment status. These workers have generally the same employment rights as regular hour workers, although breaks in the hours worked (for example if you are not required to work at all for a period 3 weeks) may affect rights that accrue over time. A full calendar week without work from Sunday to Saturday is required to create a break in employment.

(5) Zero hour workers are entitled to holiday pay. Where there is no break in employment, the worker should arrange with their employer when annual leave is taken. If there are periodic breaks in employment, the worker should receive payment for any accrued annual leave which has not been taken.If you consider that your employment rights have been breached, you should:

  1. Speak to your employer. (It may be that they have not realised there has been a breach and will immediately take steps to remedy the situation going forwards.)
  2. If your employer is not receptive to your concerns, instigate the company's grievance procedure.
  3. If you remain unhappy, notify the Advisory, Conciliation and Arbitration Service (Acas) of your concerns.

Acas
Telephone: 0300 123 1100
Textphone: 18001 030 0123 1100
Monday to Friday, 8am to 8pm
Saturday, 9am to 1pm

If you are unable to resolve the issue via the Acas conciliation process, you may be able to refer the matter to The Employment Tribunal. It is however always best to seek legal advice from an employment law specialist or your local Citizens Advice Bureau before progressing down this route.

For any queries about your employment contract or rights, you can seek free and independent legal advice from Citizens Advice Bureau: for Wales call 03444 77 20 20for England call 03444 111 444

What the politicians think

David Cameron, Prime Minister and Conservative Party Leader, stated that zero hour contracts are a good thing that gives workers greater flexibility. In his interview with Jeremy Paxman, he stated that he 'couldn't live on an exclusive zero hours contract'. This was seen as him controversially admitting that he could not manage to live on a zero hours contract, despite him championing them as a viable employment solution. However he was actually referring to exclusive zero hour contracts (ie contracts where there are no guaranteed hours, and where the worker is banned from working for another firm during the same period). Exclusive zero hour contracts are in fact already banned following the Small Business, Enterprise and Employment Act 2015, and so by saying that he did not support an illegal form of employment contract, he was not actually being controversial.

The Liberal Democrat view seems to be based around the control that zero hours contracts give employers. Whilst an employer cannot legally exclude an employee from working elsewhere or force them to accept all hours offered, workers may feel blackmailed into working solely for one employer or not turning down hours due to fears that otherwise they will "fall out of favour" and in future the number of hours offered to them may be reduced.

The Labour Party have stated that they would 'end the epidemic of zero hours contracts'. They would like zero hour workers who have worked regular hours for 12 weeks to have a legal right to an employment contract which reflects this shift pattern.

You might also like...
Share Your Story, Join the Discussion or Seek Advice..
[Add a Comment]
I am on 0hr contract been working 6hrs a week for a year and half (same rota each week). I had some time off for sickness which made me lose 15days work but my employer has this down as 26 as they are claiming that I should be available 7days so the days that I was rota'd in for DAY OFF the weeks i was unwell, they are saying is also sick days as I was not available to call for work and I am supposed to make myself available for them. This has affected my new job offer asthere sick days doesn't match mine. I agreed to a 0hr contract 4 on 4 off pattern not 7 day availability contract? I am confused.
Nik - 13-Jun-17 @ 8:46 PM
I did my college placement at a residential care home for disability and they took me on as a zero hours contract through BANK. I understand that my hours were not guaranteed and being a student at college I could only work weekends, unless I had the time off college, like half term or during the six weeks holidays. I worked every day in August and worked regularly since my start date in July 2016. They told me that they would contact me if they needed me for any shifts or to cover anybody. They stopped contacting me two months ago, but would still send me time sheets. They sent me a letter this week saying the following; "As part of a recent consultation, I am currently reviewing and updating our staff list, which is a requirement within our organisation, this involves updating information for our payroll department for all existing members of staff. To work safely and be compliant within health and social care, it is a requirement that all mandatory training needs are met and supervisions can take place as stipulated. Our payroll/HR department has highlighted you on their database as a member of staff on an occasional hour's contract who works infrequently and has not completed many shifts since your start date. Therefore, I have to inform you that I will be removing you from the occasional hours staff list and terminating your employment within 2 weeks of the date on this letter." Are they allowed to do this? I understand that zero hour contracts don't have many rights, but I feel they are blaming me for them not giving me any hours.
Amie - 2-Jun-17 @ 9:52 PM
Can a employee accept from an employer only three hrs notice for not to turn up for a shift my 16 yr old son who is admittedly on a zero he contract has had this happen and I feel this is out of order when he could have made plans
Tj - 1-Jun-17 @ 1:36 PM
Isabel - Your Question:
I am working as a care.One day l was working on my call and I fell down the stairs of a client's house with the result of crushing coccyx and a finger immobilised and still can not move. I was two weeks without work.Because it was an accident at work the company should pay me those days I was sick?

Our Response:
You should be paid statutor sick pay if you fulfil the criteria (earning above the Lower Earnings Limit of £112 per week) from one employer. Because it's an accident at work you would have to try and seek compensation via the courts.
SafeWorkers - 26-May-17 @ 2:16 PM
I am working as a care.One day l was working on my call and I fell down the stairs of a client's house with the result of crushing coccyx and a finger immobilised and still can not move. I was two weeks without work.Because it was an accident at work the company should pay me those days I was sick?
Isabel - 24-May-17 @ 3:27 PM
starshine - Your Question:
I have been working at a call center for nearly two years and just discovered as we dont receive payslips until we request them that my employer has put 0 hour contract-i work 35 hrs a week and have not been offered a pension. is this legal

Our Response:
Your employer should have provided you with a contract/written statement of particulars within two months of your start date. This and/or your offer letter should have told you what kind of contract you were entering into. If you feel you have been misled (noting that after two years of regular hours, your contract should not be considered to be zero hours anyway), address it with your employer. If they do not resolve the issue, call ACAS and say that you want to take further action.
SafeWorkers - 24-May-17 @ 2:07 PM
I have been working at a call center for nearly two years and just discovered aswe dont receive payslips until we request them that my employer has put 0 hour contract-i work 35 hrs a week and have not been offered a pension. is this legal
starshine - 23-May-17 @ 11:54 AM
Bob- Your Question:
I'm on a zero hours contract.For about 5 months I have been working an average of 170 hours per month. My manger didn't like my turning down some shifts and now I haven't been called into work at all for 3 weeks.I have repeatedly asked for an explanation/ or for him to confirm if I still have a job but he refuses to answer.Is there anything I can do (apart from getting a new job, which I have now)?Or is our society just going down a huge toilet?

Our Response:
Unfortunately on a zero hours contract you can choose when/whether to accept or refuse work and your employer can choose whether/when to offer it to you.
SafeWorkers - 18-May-17 @ 2:11 PM
I'm on a zero hours contract. For about 5 months I have been working an average of 170 hours per month. My manger didn't like my turning down some shifts and now I haven't been called into work at all for 3 weeks. I have repeatedly asked for an explanation/ or for him to confirm if I still have a job but he refuses to answer. Is there anything I can do (apart from getting a new job, which I have now)? Or is our society just going down a huge toilet?
Bob - 17-May-17 @ 4:13 PM
Jo - Your Question:
Im pretty worried about my current work situation. I'm a registered nurse and I was on a contract for 16 hours but ve taken time off for stress reaction to bereavement. I've had to get unison involved as my circumstances have changed and I'm experiencing child are difficulties as I'm a single parent with three children. I've written to request flexible working but as I haven't been there six months they won't offer it too me. So I've had no option butto go on the bank. I've told them. Can work between hiurs of 9-3 as I need to collect and take children to school, they also said that they could give me this without guaranteed hours. Im receiving wtc and ctc to help but if I took it and my hiurs averaged out over the year would I be ok? I could also take on bank work for another agency if I wasn't getting enough with my current job could nt I. I'm really worried about my finances. I don't have a mortage as all paid off so. Just pay my bills now. Thank you for you're help, j x

Our Response:
If your average hours fell below the requirement for tax credit, this should be OK. Check with HMRC to see how your tax credits would be affected if you took on extra work.
SafeWorkers - 17-May-17 @ 9:53 AM
articus - Your Question:
I've worked for Subway on a zero hour contract since August 2016. From the date I started I've worked between 16 - 26 hours per week (not always same day/time) then in February 2017 I began a training as an assistant trainee manager, no contract has yet to signed, doing work that that only managers can do, along with opening and closing the shop. Now I find that my hours have been cut to zero and they have been given to a new starter, can they do this? i've never taken holidays or been paid for them. I feel this drop in hours came about because I could not do a shop close one day last week, this was because my Grandmother was seriously ill in hospital and my Mother (who usually has my son) was spending her evenings at the hospital. I gave my manager ample notice, 4 days , so they could arrange cover, this caused a change in relastionship with manager and resulted in my hours been given to the new starter. is this treatment legal?

Our Response:
Unfortunately as you're on a zero hours contract you don't have the same protection if your hours are reduced etc. If you're on a standard employment contract you can take action for breach of contract if your employer reduces your hours without your consent.
SafeWorkers - 17-May-17 @ 9:46 AM
Im pretty worried about my current work situation. I'm a registered nurse and I was on a contract for 16 hours but ve taken time off for stress reaction to bereavement. I've had to get unison involved as my circumstances have changed and I'm experiencing child are difficulties as I'm a single parent with three children. I've written to request flexible working but as I haven't been there six months they won't offer it too me. So I've had no option butto go on the bank. I've told them. Can work between hiurs of 9-3 as I need to collect and take children to school, they also said that they could give me this without guaranteed hours. Im receiving wtc and ctc to help but if I took it and my hiurs averaged out over the year would I be ok? I could also take on bank work for another agency if I wasn't getting enough with my current job could nt I. I'm really worried about my finances. I don't have a mortage as all paid off so. Just pay my bills now. Thank you for you're help, j x
Jo - 14-May-17 @ 9:04 AM
I've worked for Subway on a zero hour contract since August 2016. From the date I started I've worked between 16 - 26 hours per week (not always same day/time) then in February 2017 I began a training as an assistant trainee manager, no contract has yet to signed, doing work that that only managers can do, along with opening and closing the shop. Now I find that my hours have been cut to zero and they have been given to a new starter, can they do this? i've never taken holidays or been paid for them. i feel this drop in hours came about because I could not do a shop close one day last week, this was because my Grandmother was seriously ill in hospital and my Mother (who usually has my son) was spending her evenings at the hospital. I gave my manager ample notice, 4 days , so they could arrange cover, this caused a change in relastionship with manager and resulted in my hours been given to the new starter. is this treatment legal?
articus - 14-May-17 @ 8:53 AM
John - Your Question:
I work in a McDonald's on a zero hour contract they keep sending the schedule out less than 24 hours before is it legal????

Our Response:
There are no rules about notice periods for shifts. If you are on a zero hours contract, you can refuse any work offered though.
SafeWorkers - 11-May-17 @ 10:54 AM
I work in a McDonald's on a zero hour contract they keep sending the schedule out less than 24 hours before is it legal????
John - 8-May-17 @ 7:51 PM
Jules - Your Question:
Iv been working for care company since end of Dec 16. I'm on zero hrs contract. I was suspended a wk ago and have not recieved a letter or any info about what is happing.It's a confidentially issue which a client reported.Albeit another member of staff had already mentioned what was said but client considers her as family, boss is aware of this. any ideas what I should do, not sure if I have a job ? I have rent bills ect. worried sick

Our Response:
You should ask them. As you're on a zero hours contract the usual employment law rules about dismissal will not be the same.
SafeWorkers - 4-May-17 @ 12:36 PM
Iv been working for care company since end of Dec 16. I'm on zero hrs contract. I was suspended a wk ago and have not recieved a letter or any info about what is happing.It's a confidentially issue which a client reported.Albeit another member of staff had already mentioned what was saidbut client considers her as family, boss is aware of this. any ideas what I should do, not sure if I have a job ? I have rent bills ect... worried sick
Jules - 3-May-17 @ 3:05 PM
I work a regular three days a week on a zero hours contract between Monday and Friday, and have been working like this for many years. My employer now wants me to work on Saturdays and has put me on a rota. I have been told that if I do not work the Saturdays on the rota they will not give me any work during the week. Some of my workmates on same contract have reluctantly agreed but they feel they have been bullied into agreement for fear of not getting work in the week. is it right (legal) that an employer can bully and intimidate workers in this way?
gardenbook - 27-Apr-17 @ 6:24 PM
saz - Your Question:
Hi.im on a zero hour contract as I only work when the staff are off,should I be made to work a month in hand?works out at nearly 2months till my 1st pay.thanks

Our Response:
If you are paid monthly, it's quite common to work the month before you get paid for it.
SafeWorkers - 27-Apr-17 @ 12:12 PM
Hi..im on a zero hour contract as i only work when the staff are off,should i be made to work a month in hand?works out at nearly 2months till my 1st pay..thanks
saz - 26-Apr-17 @ 3:54 PM
Ladyluck18 - Your Question:
All employees other than management are on national minimum wage at my place of work, we all are classed as part time I guess too; the work involves opening tab payments for customers, i.e.) so they can add/spend more goods to their bill and pay it off before leaving. If a mistake gets made and a tab is not paid by a customer or a food order is mistakingly done, can the employer deduct this amount out of wages? Our boss/manager threatens all staff that if a mistake occurs, even one mistake, it will be deducted from wages, this feels harsh to us all as we work in constant fear and nerves of a mistake.

Our Response:
Check your contract - your employer's policy on this should be clear. In general if you work in a shop or restaurant, your employer can’t take more than 10% from your gross pay each time you are paid. Normally a reduction should not reduce your pay below the National Minimum Wage even if you agree to it, except if the deduction is for"something you’ve done and your contract says you’re liable for it, eg a shortfall in your till if you work in a shop"
SafeWorkers - 24-Apr-17 @ 12:21 PM
All employees other than management are on national minimum wage at my place of work, we all are classed as part time I guess too; the work involves opening tab payments for customers, i.e.) so they can add/spend more goods to their bill and pay it off before leaving. If a mistake gets made and a tab is not paid by a customer or a food order is mistakingly done, can the employer deduct this amount out of wages? Our boss/manager threatens all staff that if a mistake occurs, even one mistake, it will be deducted from wages, this feels harsh to us all as we work in constant fear and nerves of a mistake.
Ladyluck18 - 23-Apr-17 @ 4:04 AM
I have just startednew job on a zero hour contract , i was informed at the interview that holidays are banned from December 1st to January 1st do they have the right to dictate when i have time off on a zero hour contract ?. also and i have herd this before .... ""your holiday pay is in your basic wage "" how do you calculate the minimum amount of holiday pay you are entitled to ?
asbo - 22-Apr-17 @ 3:06 AM
Annie - Your Question:
I have a 30 hour a week contract and have worked for my employer for 8 yrs, 5 of which I have worked 35 hrs per week, can I ask for my contract to be adjusted to reflect the extra hours worked after all of this time?

Our Response:
You can ask, but your employer is not obliged to agree to your request, nor are you compelled to continue working 35 hours on a regular basis if your contract states 30 hours as your working week.
SafeWorkers - 21-Apr-17 @ 2:33 PM
I have a 30 hour a week contract and have worked for my employer for 8 yrs, 5 of which I have worked 35 hrs per week, can I ask for my contract to be adjusted to reflect the extra hours worked after all of this time?
Annie - 18-Apr-17 @ 8:21 PM
I'm on a zero hours contract but I have been working 9-5 Monday to Friday since August 2016, 8months.What are my rights? How do I approach my employer to talk about this without it being awkward?Your advice would be appreciated. Thanks
Cristina - 11-Apr-17 @ 11:26 PM
Reena - Your Question:
One year ago I started work in one of DHL sites. My employer is work agency and I am on 0 hours contract. When I registered I put an information about my disability in the agency application form. Also, right after I started work Remploy contacted my agency to remind them about their obligations as my employer (making reasonable adjustments etc). Since my ability does not affect my work (and I do not require any adjustments and I told that to the agency coordinator when they asked) everything was fine during the yearBuuuut. On the beginning of this year DHL started recruiting for full term contracts. I applied, put information about my disability in the application form and went succesfully through assessment and interview. And then the problems started. To complete the paperwork necessary for making the contract DHL's recruiter contacted the agency to get the details about my disability because they should have some in their health and safely records but they had none. It turns out that the agency was supposed to ask me for a letter from my gp and ensure that someone from DHL's health and safety department will conduct risk assessment for me. And that should have been done before I started work. Well, they did not do anything like that. And they said they missed the information about my disability in the application form. (The person who was processing the application one year ago does not work for them anymore so they can not ask him. )Because of that DHL had to ask the agency to remove me from the site due to the potential risk until I get all necessary paperwork done but they made it clear they want me back as soon as possible (it was really busy time for the department I work in) It took almost two weeks because my GP was on holiday but in the end I was able to go back to work And everything would be OK but:1 I lost eleven days of work2 I didn't get the contract About the contract there should not be any problems. DHL is recruiting again and I was told I will most likely get it when they finish this round since I passed anyway. But I not only lost 11 days of work but also was charged for the letter from GP. The letter was required for work so my employer should pay for it. Or at least that I was told in the family practice but the agency refused to pay for it at first. And also they told me I won't be paid for the absence After couple of days they changed they mind and said they will pay for the letter and at least for the first week Of course there was no payment on my account at the time they was supposed to pay ( I am paid weekly so it should be Friday of the second week of absence. After I returned from work ( Monday) I asked the lady from my agency what is going on with my money She said she has to speak with her boss because they want to cover some of those days with my holiday. I agreed to wait but I wasn't sure if they can even do that and I didn't understand why should I pay fo

Our Response:
This sounds like a case of very bad organisation and poor practice. It could also amount to discrimination because of your disability. It might be worth getting in touch with Remploy for some advice on this. If you're not satisfied, contact ACAS
SafeWorkers - 23-Mar-17 @ 2:17 PM
One year ago I started work in one of DHL sites. My employer is work agency and I am on 0 hours contract. When I registered I put an information about my disability in the agency application form. Also, right after I started work Remploy contacted my agency to remind them about their obligations as my employer (making reasonable adjustments etc). Since my ability does not affect my work (and I do not require any adjustments and I told that to the agency coordinator when they asked) everything was fine during the year Buuuut... On the beginning of this year DHL started recruiting for full term contracts. I applied, put information about my disability in the application form and went succesfully through assessment and interview. And then the problems started. To complete the paperwork necessary for making the contract DHL's recruiter contacted the agency to get the details about my disability because they should have some in their health and safely records but they had none. It turns out that the agency was supposed to ask me for a letter from my gp and ensure that someone from DHL's health and safety department will conduct risk assessment for me. And that should have been done before I started work . Well, they did not do anything like that. And they said they missed the information about my disability in the application form. (The person who was processing the application one year ago does not work for them anymore so they can not ask him. ) Because of that DHL had to ask the agency to remove me from the site due to the potential risk until I get all necessary paperwork done but they made it clear they want me back as soon as possible (it was really busy time for the department I work in) It took almost two weeks because my GP was on holiday but in the end I was able to go back to work And everything would be OK but: 1 I lost eleven days of work 2 I didn't get the contract About the contract there should not be any problems. DHL is recruiting again and I was told I will most likely get it when they finish this round since I passed anyway. But I not only lost 11 days of work but also was charged for the letter from GP. The letter was required for work so my employer should pay for it. Or at least that I was told in the family practice but the agency refused to pay for it at first. And also they told me I won't be paid for the absence After couple of days they changed they mind and said they will pay for the letter and at least for the first week Of course there was no payment on my account at the time they was supposed to pay ( I am paid weekly so it should be Friday of the second week of absence. After I returned from work ( Monday) I asked the lady from my agency what is going on with my money She said she has to speak with her boss because they want to cover some of those days with my holiday . I agreed to wait but I wasn't sure if they can even do that and I didn't understand why should I pay fo
Reena - 22-Mar-17 @ 5:35 PM
I've worked in the same hotel for 7 years on a zero hour contract but I've been working at least 30hours every week, the same days each week. the hotel changed hands in oct'15 and they've now cut my hours down by at well over halfto 2 hours a day with not even a full days notice. What can I do?!
Leigh - 4-Mar-17 @ 9:44 PM
Hi I'm on a 0hour contract and have had regular shifts (3 nights a week) since August... I have recently been offered another Job but they would like me to start ASAP... my contract states I have to give 4 weeks notice but as I am on a0 hour contract can I give my notice and then decline any work offered until the end of my notice
Clo - 20-Feb-17 @ 7:53 PM
Share Your Story, Join the Discussion or Seek Advice...
Title:
(never shown)
Firstname:
(never shown)
Surname:
(never shown)
Email:
(never shown)
Nickname:
(shown)
Comment:
Validate:
Enter word:
Latest Comments
Further Reading...
Our Most Popular...
Add to my Yahoo!
Add to Google
Stumble this
Add to Twitter
Add To Facebook
RSS feed
You should seek independent professional advice before acting upon any information on the SafeWorkers website. Please read our Disclaimer.