The HR Forum

The recent article in Personnel Today ‘Non-guaranteed hours could command higher minimum wage’, discusses the suggestion of employers having to pay a premium on the minimum wage when people are on zero hours contracts. 

If employers had to pay extra for non-guaranteed hours, would they be encouraged to agree more hours beforehand?  Could some of the risk be transferred to the employer rather than sitting heavily with the employee who is currently without security of income?

Or would this cause lack of clarity, after all, the current minimum wage is simple and clear and introducing variations could cause confusion?

What are your thoughts?

Would it be feasible to implement?

Would your organisation be affected?

Click here to read the article in Personnel Today.

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  • Hi Kathryn

    Thanks so much for sharing this I am with my Level 3 London group today and we were talking about this with respect to how HR needs to provide strategy, insights and solutions.  One of the particpants organisations uses zero hours contracts heavily so this was a really useful resource to singpost so they can go and explore whether this would have an impact for the business.

    Thanks for sharing.

    All the best


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