Casual employment contract (zero hours contract)
This is a comprehensive employment contract for casual workers. Sometimes known as a casual work contract or a zero hours contract, it places no obligation on the employer to provide work, and pay and benefits are pro rated in line with hours worked. This document covers all legal requirements for information to be given to an employee and provides strong protection for the employer organisation.
- Solicitor approved
- Plain English makes editing easy
- Guidance notes included
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About this document
This casual employment contract (also known as a 0 hour contract) covers all legal requirements for information to be given to an employee. The main difference between this document and our standard employment contract is that this document gives no obligation to the employer to provide work. It provides for variable hours and pro rata holidays and sickness benefits.
The template is a superb framework for fair and full protection of the employer and compliance with organisational requirements. Use of plain English makes editing easy and allows it to be understood by all parties.
Details such as duties and training provision can be added easily if required, either within the existing text, or by reference to a job description. In this "information age", all our contracts of employment are very strong on protection of the employer's secrets and confidential information.
Recent law affecting this agreement
This agreement is regularly reviewed as changes in employment law are frequent. It takes into account that:
the rights of all employees are now the same regardless of whether they work full-time or part-time
it is unlawful to specify a default retirement age
Additionally, disciplinary procedures now follow procedures recommended by ACAS.
When to use this zero hours employment contract
This document is suitable:
for any new employee working on 0 hours or casual basis
to replace existing contracts, which may be out of date
for UK organisations of any type: companies, charities, trusts, partnerships, governmental organisations and others
Features and contents
- Up-to-date and complies with current law
- Employer has no obligation to provide work
- All standard terms for a principal statement
- Follows current best practice recommendations by ACAS and other bodies
- Strong on protection of employer's confidential information
- Specifics for different jobs, such as duties and training requirements, can be added easily - either within the text, or by reference to a job description
- Structured so as to minimise the administrative burden of legal compliance
This agreement includes the following paragraphs:
- No obligation to provide work
- Start and continuity
- Trial period (also called a probation period)
- Job title and description
- Place of work
- Work outside the UK
- Hours of work
- Leave for holidays and other reasons
- Sickness and sick pay
- Other business and employment
- No competition
- Intellectual property
- Collective agreements
- Staff handbook and company policies
- Bribery and other corrupt behaviour
- Disciplinary and grievance procedures: in line with ACAS recommendations
- Procedure after termination
- Summary termination
- Reconstruction or amalgamation
- Data protection
- Severance and invalidity
Practicalities this contract covers
A contract, written or verbal is made as soon as the employee accepts a job offer. So as to minimise future misunderstandings, we recommend providing a written contract with the offer letter, so that the employee can return an acceptance letter with a signed copy of the contract.
By law, all employees must be given a “written statement of employment particulars” within two months of starting work. This is a document that sets out the terms of employment that the employer must disclose, known as a “principal statement”. This zero hours contract template includes all the necessary information to act as a principal statement so that you don’t need to provide this information separately in a letter or another document.
Other employment policies and procedures not within the principal statement (such as data protection) could be included in the document. However, especially when you have many casual workers, changing each employee’s contract of employment (and ensuring consistency between employees) every time a new law changes can be time consuming and difficult. It is usual, therefore, to place all procedures and policies common to all staff in an employee handbook and refer to the handbook in the employment contract. This is the approach Net Lawman recommends.
This document was written by a solicitor for Net Lawman. It complies with current English law.
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