Zero-hour Contracts Comparison: NI, ROI and GBPosted in : Comparative Employment Law Table on 20 August 2018
In this podcast our experts discuss significant developments relating to zero-hours contracts and the status of individuals in Northern Ireland, GB and Ireland. Zero-hours contracts are useful where the work demands are irregular or there's not a constant demand for staff. It can provide a level of flexibility for the individual, allowing them to work around other commitments, for example, childcare. However, one of the key difficulties associated with zero-hours contracts is the precarious nature of the contract and the lack of any associated employment rights.
Keywords: Zero-hours Contracts; Casualisation of Working; Status of Individuals; Employment Rights
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More on Contracts of Employment
- How Should Employers Approach the Issue of Employees Returning to the Office?
- Kickabout Productions Ltd v Revenue and Customs Commissioners 
- If an employee sends work-related documents to their solicitor, would this breach their confidentiality obligations?
- What does the term “fire and rehire” mean?
- Territorial Issues - What Law and Jurisdiction Applies to Employees Who Work Partly Outside NI?
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.