You want to bring in another member of staff, but this time only on a casual basis. It’s been suggested that you could do this by using a “zero hours” contract. So what is this and could it cause you
any problems?
Published 23.02.2010
A major rail company recently came unstuck when all of its drivers refused to work on a Sunday, leaving 45,000 passengers stranded. So what did this employer miss out of its contracts that would have
avoided the problem?
Published 28.09.2009
An employee’s contract states that their “normal working hours are 8:45am to 5:15pm”. However, in practice, they’ve mainly worked 8:30am to 5:00pm. If you’ve never challenged this, is there now a
binding custom and practice?
Published 05.06.2014
The TUC recently criticised certain major employers for hiking up their use of zero hours contracts; apparently, such arrangements have “huge drawbacks” for employers and employees. But why is its
claim actually a load of hot air?
Published 02.05.2013
A growing problem for employers is where an employee argues that a contract has been subject to an implied variation to their advantage. How can you prove that this isn’t the case?
Published 29.11.2007
Due to the crisis you need to make cost savings so you’ve tried to reduce an employee’s hours and pay by mutual consent. They’ve refused to negotiate but you still wish to proceed. What are your
options?
Published 18.05.2020
A robust employment contract will include the key terms and conditions of employment. But can it also include a blanket clause that permits you to vary or amend any terms and conditions as you need
or wish?
Published 07.02.2023
You recently sent an employment contract out to a successful job applicant. Having done so, you’d now like to alter it by adding an additional term. As the contract hasn’t yet been signed and
returned, can you do this?
Published 07.07.2017
It’s been reported that zero-hours contracts, which are proven to offer employers numerous benefits, may be banned. Will this really happen?
Published 09.10.2013
You want to vary the terms of an employee’s contract but aren’t sure how they are going to react. If they continue to work without protest, can you take this as a sign that they’ve accepted the
change?
Published 24.08.2018