If an employee’s hours of work are agreed, the parties’ employment agreement must state what has been agreed. This includes agreement on the number of hours, the employee’s start and finish times, the days of the week the employee will work and any flexibility in what has been agreed.
The employer and the employee do not have to agree on hours of work, but anything that is agreed needs to be recorded in the agreement.
An employment agreement will be “zero-hours” if it requires an employee to be available for work, and accept any shifts they are given, with no requirement that the employer in fact provide any shifts.
These are prohibited except where the employer has genuine reasons based on reasonable grounds for such a provision, the employee is “reasonably compensated” for making themselves available and the employee has some guaranteed hours.
What is considered “genuine reasons based on reasonable grounds” depends on:
What is considered “reasonable compensation” depends on:
If there is no genuine reason for a “zero hours” provision in an employment agreement, the employee can refuse to work and not face any consequences.
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