The end of the zero-hours contract is near

Zero-hour contracts have been under fire for years, and their end seems near: there are plans to abolish this type of on-call contract and replace it with a contract offering more certainty regarding hours. If you work with zero-hour contracts, prepare for more stability for your on-call workers.

The zero-hours contract: a lot of flexibility

With a zero-hours contract, you call upon an employee when there is work, without agreeing on a fixed number of hours per week. This offers a great deal of flexibility, but has led to criticism for years: for employees, it means little certainty regarding their income and schedule, and consequently little control over their lives.

The end is in sight

There are plans to abolish the most precarious on-call contracts, including zero-hour contracts. The idea is to replace them with a contract that offers more certainty regarding the number of hours — for example, a form with a guaranteed range of hours, so that the employee knows what minimum they can count on. (This concerns proposed legislation; the exact form and effective date may still change.)

What does this mean for employers?

If you currently work with zero-hour contracts, you must take into account that these will no longer be possible in their current form in the long term. You will need to offer your flex workers more security, for example through a contract with a minimum and maximum number of hours. This requires a reconsideration of how you meet your staffing needs.

Prepare yourself

Map out how many and which on-call workers you employ, and determine which contract type will be suitable for the future. Monitor developments and adjust your contracts in a timely manner. This prevents you from unexpectedly being stuck with invalid or unauthorized contracts and ensures you remain an attractive employer.

Frequently Asked Questions

Will zero-hour contracts be abolished?

There are plans to abolish the most insecure on-call contracts, including zero-hour contracts, and replace them with a contract offering more certainty regarding hours.

What will replace it?

Expected is a contract type with a guaranteed range of hours, so that the employee knows the minimum they can count on. The exact form may still change.

What should I do now?

Map out your on-call workers, determine which contract type will be suitable in the future, and adjust your contracts in a timely manner.

Make your flexible contracts future-proof?

Our legal experts draft a suitable on-call or employment contract . View our employment lawteam or schedule a free consultation.