Part-time, temporary and zero hours work

Women are statistically more likely than men to work part-time and on a temporary basis. Consequently, any less favourable treatment of part-time, temporary and zero hours contract workers is likely to result in indirect sex discrimination, which the employer must justify in order to avoid breaking the law (see Chapter 7).

Data from the Office of National Statistics shows that women are more likely than men to work zero hour contracts (contracts with no guaranteed hours). These contracts increase the risk of sexual harassment, due to the higher risk of employer retaliation if abuse is reported (see Chapter 5).

There are also specific statutory equal treatment rights that are available to part-time workers (including zero hour contract workers), agency workers and fixed-term employees, based on EU directives. See Chapter 1, page 7 and LRD’s annual employment law guide Law at Work (www.lrdpublications.org.uk/lawatwork) for more information about the scope of these statutory rights.