Huge shake-up to zero-hours contracts confirmed by Labour - what it means for you

Millions of people on zero-hours contracts will be give the right to request guaranteed hours of work under sweeping changes being introduced by .

A zero-hours contract is a type of employment agreement that does not specify how many hours you must work. Some workers may prefer the flexibility that a zero-hours contract can provide, as you’re not obliged to accept any hours you’re offered - but it also means you have no guarantee of how many working hours you may end up working.

This can make it harder to know how much money you’ll take home each month - and some months, you may end up receiving very few hours, or sometimes none at all. Labour today said it wants to bring an end to the "unpredictability" that zero-hours contracts can bring by introducing its new .

Do you think Labour's new Employment Rights measures will benefit you? Let us know by emailing: mirror.money.saving@mirror.co.uk

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Under the new Employment Rights Bill, workers will have the right to ask for guaranteed hours based on a 12-week reference period. Workers will also be entitled to a "reasonable number of shifts" and compensation if shifts are cancelled at short notice.

Employees who want to stay on a zero-hours contract will be able to so - the changes proposed today just mean they'll be able to ask for guaranteed hours if they want to. Anna Dabek, partner in the employment and pensions team at law firm Anthony Collins, said: “The promise to abolish zero hours contracts has become a promise that workers on unpredictable hours can request guaranteed hours.

“We wait to see how that differs from the legislation proposed by the previous government. Crucially for many sectors, the government has stopped short of an outright ban on zero hours contracts. Workers on low hours contracts will be given the right to request predictable hours if they have worked a period of regular hours.

“This enables those workers who chose to remain on zero hours contracts the option to do so. The government has made room for choice, which is vital for sectors like health and social care for whom zero-hour contracts are a bed-rock for staff supply.“

Zero-hours workers must be paid at least the and are entitled to 5.6 weeks of paid holiday per year, or 28 days for a standard five-day work week. Holiday pay is based on the average weekly earnings over the previous 52 weeks, excluding unpaid weeks. You can be entitled to sick pay if you normally earn more than £112 a week before tax and have worked regularly for the same employer.

TUC General Secretary Paul Nowak said: “Whether it's tackling the scourge of zero-hours contracts and fire and rehire, improving access to sick pay and parental leave or clamping down on exploitative bosses – this Bill signals Labour's commitment to upgrade rights and protections for millions.“

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