Zero hour contracts have once again become big news, says Infologue.com publisher, Bobby Logue.
Whilst the politicians are rattling the sabre over the issue, it appears that very little change will take place in this regard. The only possible change will be the removal on the restriction of exclusivity to a specific employer.
In a labour market such as the security services industry, which is coping with ever increasing short notice demands from its customers, the zero hour contract is a vital element in their toolkit. The latest Chartered Institute of Personnel and Development (CIPD) research has acted as a catalyst for the recent outcry about zero hour contracts. It is surprising to note that only 14% of those surveyed, who are on zero hour contracts, were unhappy with the hours they received. Details of the CIPD reports are set out below.
New CIPD research suggests that there could be about one million zero hours workers in the UK – but just 14% report that their employer often fails to provide them with sufficient hours each week.
The figures released today are early findings from CIPD research. It is designed to investigate the usage of zero hour contracts in different sectors, with a view to forming best practice guidance for the benefit of both employers and employees.
Latest figures from the Office for National Statistics suggest that approximately 250,000 people – less than 1% of those in employment – consider themselves to be on a zero hour contract. However, the new CIPD research suggests this may be an underestimate.
Data from the CIPD’s forthcoming summer 2013 Labour Market Outlook – based on a nationally representative survey of over 1,000 employers – show that:
- A fifth (19%) of employers said they employed at least one person on a zero hours contract;
- Employers in the voluntary sector (34%) and the public sector (24%) were more likely to use zero hour’s contracts than private sector employers (17%);
- The industries where employers said they were most likely to employ at least one person on a zero hours contracts were hotels, catering and leisure (48%), education (35%) and healthcare (27%);
- A quarter (25%) of organisations with 250 or more employees used zero hours contracts compared to 11% of smaller organisations with fewer than 250 employees;
- Among the fifth of employers who made use of zero hours contracts, the majority (54%) employed less than 10% of their workforce on these terms and the main proportion of workers on zero hours contracts in these organisations was 16%;
- Based on this data, a best estimate would be that 3-4% of all the workers covered in this survey were on zero hours contracts, which would equate to about one million workers across the UK labour force.
Data from the CIPD’s quarterly Employee Outlook survey series, based on a sample of 148 zero hours contract workers, provides additional insight into the circumstances of employees who regarded themselves as having no guaranteed hours of employment/as a zero hours worker:
- The average hours worked by zero hours’ contract workers is 19.5 per week.
- In all, 38% of zero hours contract workers, describe themselves as employed full time, working typically 30 hours or more a week.
- Of the 62% who are working part time, about a third (38%) would like to work more hours.
- Across all zero hours contract workers (both part-time and full-time) 14% report that their employer often or very often fails to provide them with sufficient hours to have a basic standard of living. However 18% say this does not happen very often and 52% say this does not happen at all .
- By age group, those who are primarily employed on zero hour contracts are twice as likely to be young (18 to 24) or old (55 plus) than other age groups.
Commenting on these findings, CIPD CEO Peter Cheese said: “Zero hours contracts are a hot topic and our research suggests they are being used more commonly than the ONS figures would imply. However, the assumption that all zero hours contracts are “bad” and the suggestion from some quarters that they should be banned should be questioned.
“There does need to be a closer look at what is meant by a zero hours contract, the different forms that they take, and clearer guidance on what good and bad practice in their use looks like. And this needs to consider both the advantages and disadvantages in practice for businesses and employees.
“Zero hours contracts, used appropriately, can provide flexibility for employers and employees and can play a positive role in creating more flexible working opportunities. This can, for example allow parents of young children, carers, students and others to fit work around their home lives. However, for some this may be a significant disadvantage where they need more certainty in their working hours and earnings, and we need to ensure that proper support for employees and their rights are not being compromised through such arrangements. Zero hours contracts cannot be used simply to avoid an employer’s responsibilities to its employees.
“We are continuing to research current practices and will use our research to produce guidance for employers as well as employees. We will share it with BIS to feed into the work Vince Cable has commissioned on zero hours contracts.”
All figures are from YouGov Plc, Labour Market Outlook and Employee Outlook surveys. The full report will be published in the autumn.