Although a worker on a zero-hours contract shares many similarities to a freelancer, they differ in that employers have certain legal obligations to zero-hours contract workers. This includes adhering to the National Minimum Wage (NMW) and statutory annual leave in the same way as regular full-time workers. As an employer, you are also required for the health and safety of those on zero-hours contracts while they are at work. This should result in various provisions being made, depending on the nature of the project and the kind of work involved.
Under a zero-hours contract, your rights as the individual tasked with completing the work is dictated by your employment status rather than the fact that you have the contract. Those on zero-hours contracts can be classed as either workers or employees, granting them rights associated with the corresponding status. This includes:
- Receiving pay slips.
- Rest breaks as outlined by the Working Time Regulations 1998.
- Protection from discrimination.
- National living wage and national minimum wage.
- Paid holiday.
The exact nature of your employment status will bring additional rights with it. A member of the Employment Law Services Ltd team will be happy to provide clarity on your rights when on a zero-hours contract. On the other side of the coin, we also offer bespoke advice for employers on managing employment contracts.