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Continuous employment
[ch 10: pages 366-367]For service to count towards the qualifying period for the purpose of unfair dismissal rights, it must be continuous, with the same or an “associated” employer. A break in employment can mean having to start from the beginning to build up the necessary continuous service.
Employees with irregular working patterns are likely to struggle to demonstrate the service continuity required for an unfair dismissal claim. Where there is evidence of a regular working relationship, a tribunal will sometimes imply an “umbrella” or “overarching” employment contract covering periods when the employee is not working, but to reach this conclusion, the tribunal must be satisfied that in between each assignment, there was some obligation on the employer to offer work and some obligation on the employee to accept it. (See Chapter 2, page 35).
As always, every case depends on its own facts. Here is an example involving zero hours contract workers:
Five careworkers were engaged by a care business to provide a 24-hour critical care package for a severely disabled woman. The care business lost the contract when the Primary Care Trust awarded it to new providers. The new providers argued that the careworkers were not employees, or alternatively that even if they were, that they lacked the continuous service needed to bring unfair dismissal claims because they had zero hour contracts.
In reality, the careworkers could prove that they had worked an agreed number of hours on a regular basis over several years caring for the same service user. The EAT said that the signed contract documentation did not reflect reality in this case. Instead, the careworkers were employees with global contracts of employment to provide a fixed number of hours each week, with enough service to bring unfair dismissal claims. “Any other conclusion, given the circumstances of this case, would have been unrealistic.”
Pulse Healthcare Limited v Carewatch Care Services Limited & Others [2012] UKEAT 0123/12/2007