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National Minimum Wage and National Living Wage. Paid holiday. Pay for work-related travel. Pay for being on call.
A zero-hour contract is a type of contract between an employer and a worker, where the employer is not obliged to provide any minimum working hours, while the worker is not obliged to accept any work offered.
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.
If you decide to give zero hours contract workers notice, it should be the legal minimum. You should give all staff statutory notice of: One week if you've employed them for one month or over, but for less than two years.
For these purposes, then, the basic difference between these two contracts of employment are that a Casual Work Contract does not oblige the workers to accept the work offered to them, but a Zero Hours Contract will oblige workers to accept the assignment(s) offered to them.
Zero hours contract workers have no statutory rights to notice periods. This means you can terminate an employee's zero hours contract without notice and they can leave without any warning. Workers can't request flexible working, get protection against an unfair dismissal or work a minimum notice period.
Theoretically though, a zero-hour contract gives your worker the ability to leave without ever giving notice. Even where notice to leave is given, your worker could still turn down any work offered during their notice period. Effectively therefore, they can leave as soon as notice is given.
You cannot be forced to work over the number of hours in your contract and may legally refuse to do so. If you do not work the full number of hours stated in your contract (without good reason such as illness/bereavement etc) then your employer may discipline you.
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