Advantages and Disadvantages of Zero Hour Contracts
Zero hour contracts remain one of the most debated working arrangements in the UK labour market. For employers, they can offer flexibility and cost control in uncertain or fluctuating trading conditions. For workers, they can provide access to work that fits around other commitments. However, the legal and practical realities of zero hour contracts are […]
Sick Pay on Zero-Hours Contracts (UK)
Zero-hours contracts are often misunderstood by both managers and workers, particularly when it comes to sickness absence and pay. A common assumption is that the absence of guaranteed hours also removes entitlement to sick pay. Under UK employment law, that assumption is wrong and creates compliance risk for employers. Sick pay entitlement for zero-hours staff […]
Diversity Management for Employers 2026
Diversity management has become a central issue for UK employers as workforces grow more varied in terms of background, experience and personal characteristics. For HR professionals and business owners, diversity is not only a cultural or ethical concern but a legal one, grounded firmly in UK employment law. How an organisation recruits, manages, rewards and […]
Small Business, Enterprise and Employment Act 2015
The Small Business, Enterprise and Employment Act 2015 is a wide-ranging piece of UK legislation designed to support business growth while strengthening the enforcement of employment rights. Although the Act is not limited to employment law, several of its provisions have direct and ongoing relevance for employers, HR professionals and business owners managing staff in […]
Zero Hour Contract: UK Employer 2026 Legal Guide
Part-time, casual and flexible working arrangements are now a permanent feature of the UK labour market. One of the most common, and most misunderstood, of these arrangements is the zero hour contract. For employers, zero hour contracts can provide a practical way to manage fluctuating demand, seasonal work or short-term staffing needs. For workers, they […]
Less Favourable Treatment of Part-Time Workers
Part-time working is a well-established feature of the UK labour market, offering flexibility for both employers and workers. However, employing part-time staff carries specific legal responsibilities, particularly around ensuring they are not treated less favourably than comparable full-time workers. Failures in this area can expose employers to employment tribunal claims, reputational risk and avoidable management […]
Comparable Full-Time Worker in UK Employment Law
Part-time working is a common feature of the modern UK workforce, particularly across professional services, retail, healthcare and administrative roles. While flexible working arrangements can benefit both employers and employees, they also introduce specific legal obligations that businesses must understand and manage carefully. One of the most important, and often misunderstood, concepts in part-time worker […]
Employee Relations: UK Law & Best Practice 2026
Effective employee relations benefit organisational culture, morale and performance. Employee relations are the relationships between employers and employees. These relationships influence how employers handle issues such as pay and benefits, managing conflict, supporting a healthy work-life balance, and maintaining fair working conditions. Organisations that manage employee relations effectively are more likely to achieve higher levels […]
Benefits of Zero Hour Contracts for Employers
A zero-hours contract is an agreement between an employer and an individual where the employer does not guarantee to provide a set number of working hours and only pays for the work actually undertaken. In practice, this means the employer does not have to give the individual work, and they are not obliged to accept […]
What Is a Part-Time Worker? UK Employment Law
Employers often assume that part-time working is a straightforward concept, defined simply by reduced hours. In practice, the legal position is more nuanced. UK employment law does not set a fixed number of hours that determines whether someone is a part-time or full-time worker. Instead, part-time status is assessed by reference to an individual’s normal […]