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The new Employment Rights Bill is shaking things up in the workplace. Among the most significant changes is that zero-hour and agency workers may soon have the right to request contracts that match their working hours after 12 weeks of consistent service. Though, the details are still up in the air, much like your group chat trying to pick a brunch spot. However, the pressure is mounting for companies to rethink how they engage staff who get no guaranteed hours yet must be available at a moment’s notice. Whether you’re a student slotting agency shifts between lectures and late nights or a trainee fielding calls from clients more jittery than a first date, this is one to watch (popcorn optional).
Employment status determines the rights a person has at work. Whether they’re an employee, worker, or self-employed. Agency workers are often placed in short-term jobs by recruitment agencies, working for end businesses without a direct contract. Zero-hour contracts offer flexibility but no guaranteed hours, making them popular among students and employers alike. The proposed bill gives these workers the right to request a contract with guaranteed hours after 12 weeks of consistent work. There’s also growing recognition that the worker and employee dichotomy is more than semantics, impacting everything from pay to protection.
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