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