Making the business case against ZHCs
[ch 6: pages 51-52]Public services union UNISON says that the crucial first step for organisers when confronted by a proposed introduction of ZHCs is to persuade the employer to see beyond short-term cost cutting and to consider long-term effects on service quality, including:
• damage to the ability to attract and retain high quality staff;
• knock-on negative impact on service quality;
• danger of service disruption due to inadequate service levels if ZHC workers are not available when called upon to work;
• loss of training and skills; and
• increased likelihood of deterring whistleblowing on poor organisational practice, including health and safety concerns.
Where ZHCs cannot be eliminated entirely, negotiators can consider proposing alternatives such as:
• permanent contracts that specify a minimum number of guaranteed hours per week and allow a limited “zero hours” element for additional hours;
• annualised hours — which can provide flexibility without compromising rights; and
• flexible working procedures open to all staff.
https://www.unison.org.uk/upload/sharepoint/Briefings%20and%20Circulars/Zero%20Hours%20Factsheet.pdf