The government has stood by its previous draft legislation that exclusivity clauses in zero-hours contracts should be banned by today making it official. Through the introduction of section 153 of the Small Business Enterprise and Employment Act 2015 which was passed this morning, employers are now unable to prevent their casual working staff for working for another employer.
Arguably the introduction of the ban is something to welcome with open arms given that the whole point of zero-hours contracts is that the employee is not guaranteed work. As Vince Cable the former business secretary said, the policy aims to crack down on ‘unscrupulous employers’ by giving particularly low paid employees on hourly contracts more rights. Neil Carberry, director of employment and skills at the Confederation of British Industry also welcomed the introduction of the legislation, but warned against further regulation which could impact negatively on the UK’s flexible labour market.
Other things concerning the national minimum wage and other aspects of employment are due to be enforced.
- If you use zero hours contracts in your organisation, check the wording
- Consult with those on ZHC regarding the new rules
- Consider alternatives to ZHC
For more information on the impact of the enforcement of the Small Business, Enterprise and Employment Act 2015 contact us on email@example.com or 0114 3032300.