Zero hours contract
Introduction
This agreement governs the relationship between you and the Company in the event that the Company offers you work and you choose to accept it. It does not create legal relations until you choose to accept an assignment.
Employment Status
Your engagement with [Company Name] is on a zero-hours basis, meaning there is no guarantee of minimum working hours. You will only be offered work as and when required, and you are under no obligation to accept any shifts offered.
This contract does not establish an employment relationship that provides continuous service. Your length of service is calculated only for periods where work has been undertaken.
Your employment status under this contract is that of a worker rather than an employee. This means you are entitled to certain statutory rights, including the National Minimum Wage, holiday pay, and protection against unlawful discrimination. However, you are not entitled to rights typically associated with continuous employment, such as redundancy pay or unfair dismissal protection.
Each engagement of work is treated as a separate assignment, and there is no expectation of further work beyond the shifts agreed upon.
Continuity of service
For periods longer than one week there is no continuity of service between you and the Company between the termination of one assignment and the commencement of the next assignment. If you accept an assignment, your period of continuous employment will begin on the date on which the assignment starts and will end on the date of termination of the assignment. No employment with a previous employer or under a previous assignment counts towards a period of continuous employment.
Where the Company offers an assignment to you, it does not give rise to a presumption that it will offer you further assignments, nor that you will accept any work that it offers to you in the future.
Notice of assignment
A minimum of seven calendar days prior to the commencement of an assignment, the Company will telephone you to explain the work that it wishes you to carry out and the date that the assignment is due to start. If you wish to accept the assignment, you must confirm your acceptance to the individual who notified you of the assignment at least three working days before the start date of the assignment.
If you do not wish to accept the assignment, you should contact the person who notified you of the assignment at least three working days before the start of the assignment.
Hours
The Company's need for individuals to perform work varies from time to time, and you have confirmed that you may be available for work. The Company is not obliged to offer you work at any time, and you are not entitled to a minimum number of hours of work per day, week or year. If the Company does offer you work, you are under no obligation to accept it.
In the event that you do agree to undertake work (the assignment), you will be required to complete it to the Company's satisfaction.
Your hours of work for each assignment will be [start] to [finish] [day] to [day], during which [number] [minutes|hour] per day may be taken for lunch, which will be [un]paid.
Pay
You will be paid a[n hourly|daily|weekly|monthy] rate of £[rate], subject to deductions for tax and national insurance contributions. You will receive your pay monthly in arrears by direct credit transfer to your personal bank/building society account on or about the [date] day of the month.
Place of work
Your main place of work will be [address]. [You may also be required to work at [address]. The Company reserves the right, with appropriate consultation with you, to change your base should the needs of the Company require this.
Cancellation
Cancellation by the Company
The Company reserves the right to cancel or withdraw any shift before it commences without obligation to provide compensation.
Reasonable efforts will be made to provide advance notice of cancellation, but this may not always be possible in cases of unforeseen circumstances (e.g., low customer demand, operational changes).
Cancellation by the Worker
If you need to cancel an accepted shift, you must provide as much notice as possible, with a minimum of [X] hours/days’ notice required.
Frequent or last-minute cancellations may impact future offers of work.
Failure to Attend
If you do not attend an agreed shift without prior notice, this may affect future shift allocations.
Persistent failure to attend may result in the Company choosing to cease offering you work.
Mutual Flexibility
As this is a zero-hours contract, both parties acknowledge the flexible nature of work arrangements.
The Company will endeavour to provide sufficient notice of shifts, but shift availability may fluctuate based on business needs.
Termination
You are obliged to give the company [weeks] weeks' notice to terminate this contract. The Company is not obliged to give you the statutory minimum amount of notice before terminating your contract; we will however endeavour to give you at least one week notice of termination. There is no entitlement to work during this notice period.
Annual leave
Workers are entitled to [5.6 weeks] holiday per holiday year, including bank and public holidays. Your entitlement will be calculated on a pro rata basis, depending on the number of hours that you work.
You will not be entitled to carry forward accrued holiday entitlement from one holiday year to the next.
Holiday may be taken only at times approved in advance by your department manager. Further details of the notice arrangements can be found in the Company's annual leave policy. You may be required to take part or all of your holiday entitlement on days notified to you in advance by the Company.
Payment in lieu of accrued holiday will not be made except on termination of an assignment. If an assignment ends and you have accrued but untaken holiday, you will be paid for the number of days not taken. If an assignment ends and you have taken holiday in excess of your pro rata entitlement, you must compensate the Company for the excess days taken. You consent to a deduction being made from your pay equivalent to any holiday taken in excess of accrued entitlement. If your final pay is insufficient to allow for the whole of any such deduction, you will be required to repay the outstanding amount within one month of the end of an assignment.
Sickness
If you become sick during an assignment, you must advise your manager by [time] on the first working day of your absence of the fact of your absence, the reason for your absence, and how long you expect to remain absent. You must keep the Company informed of subsequent sickness absences.
On your return to work, you must obtain, complete and return to your manager a self-certification form before the end of your first working day. For all absences in excess of seven days, you must provide a medical certificate from your doctor.
You should not accept an assignment if you know that you will be unable to work all or any of the hours agreed because of sickness or injury.
Confidentiality
During your employment, you may be in possession of confidential, sensitive or personal information. This could relate to the company, its customers or employees.
It is a condition of your service and a requirement of the General Data Protection Regulation that you have a duty of confidentiality and a requirement to safeguard such information. You must not discuss or make available any such information whatsoever to any outside individual or organisation including the media.
Any breach of this requirement will be considered as serious misconduct and could lead to disciplinary action including dismissal.
Training
Required training will be provided by the company and you will be compensated for your time engaged taking part in the same. Training is mandatory for staff.
Failure to undertake or satisfactorily complete training when provided may lead to the company acting against you including the possible termination of your contract.
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I hereby agree to the terms set out in this document.
Signed:
Dated:
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