Zero Hour Contract: Advantages and Disadvantages

This report discusses the concept of zero hour contracts and their implications on employees and organizations. It highlights the advantages and disadvantages of this type of contract, including flexibility, growth, simplicity, affordability, and productivity. The report also reflects on the author's personal understanding of the topic and the importance of commitment and consistency in the workplace. The subject is relevant to employment practices and labor market policy, and the report includes references to relevant books, journals, and online sources.

Topical Debate and Reflection

Table of Contents
INTRODUCTION...........................................................................................................................3
ZERO HOUR CONTRACT............................................................................................................3
REFLECTION.................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
An empathy towards deriving the pace of development is bringing forth several entities that are
following in regard to organisational development. The working hours as well as the kind of
elements that will have to be tackled by employees are perpetual and are also the means of
orientation that will bring forth potential benefits to the entire company (Ravalier and et.al,
2019). Several strategies are highlighted in this regard in order to make sure that the workforce is
assigned in a proper orientation in dealing with the activities and business models. One such
activity is the zero-hour contract. The entire report will bring forth the essence of zero or contract
and how far it is beneficial and the outcomes of it.
ZERO HOUR CONTRACT
The zero-hour contract like any other contract in the organisation is not something that is being
dealt by every organisation around. It is one of the contracts that is very confidential in terms of
uplifting the standards of business that is not known to many. One might seriously not be able to
deal with the Zero-hour work schedule because it is not until when there is a stress-free and
Management in the organisation that the employees would move ahead in terms of achieving it
(Koumenta and Williams, 2019). These contracts are being derived from several years with the
need to improve the organisational pace. Every kind of contract would obviously deal with the
positives and negatives that are oriented. The Zero Hour contracts are hopefully the ones that
would leave the organisation to another level but at the same time the workforce would
eventually face the difficulty in deriving the policies of work. It can be stated in this regard that
this particular contract is not a legal term between the employer and the work for but it is a
mutual contract that is brought forth by the Organisational Management in order to make sure
that the arrangement is made particularly to deal with the set of work elements.
The employees that come in contact with zero hours of work will have to eventually accept the
terms and conditions that fall in regard to their work timings as well as the wages that are
associated. There are also no obligations that will fall in regard to zero-hour work schedule
because the number of working or not promised. Deriving the benefits of zero or contract it is
always one of the formulations to enhance over. Certain elements that will fall in regard to being
the positive side of zero Hour contracts include many factors like that of flexibility, growth,
simplicity and affordability, productivity and staying in touch with organisational norms
(Hamrah, 2020). Discussing about flexibility it is one of the fluctuating factor that would often

lie in a business orientation. The Zero Hour contract will bring in the flexible work schedule that
will help to remain interested. This is an important Criterion because there will be several events
in the organisational development that will have to be managed by staff and the flexible working
schedule will be one of the stress-free mechanisms. The growth that is associated with business
is one of the experimenting kinds in the market and therefore it will have to be entered upon
mitigating risk.
The Zero Hour contract will not deal with any risk associated or risk-taking mechanism because
the employees will often indulge themselves with the prospect of interest that will have to be
generated. It is also one of the simple and affordable means of directing the organisational work
processes because the financial relationship will therefore be fostered. Like any other
organisation there will not be any hurdles that are in regard to the notice period redundancy
payments and many other like that of variable pay. The quality of work will be improved upon
making things easier. The flexible working hour that will fall under the zero or contract will help
people to work from remote zones as well and that can be one of the greatest source of income.
The pressure that is associated with management will not be much in terms of zero Hour
contracts and what would we went to lift up the standards of an employee and they will be
reasonable towards the work processes that are associated (Duke and April, 2020).
An interest is oriented with zero are working contract and this is necessary for every organisation
because it is not until when the employees pay motivated that they get to highlight the standards
they will have to head for. While considering the disadvantages of the following in regard to zero
or contract there are certain unpredictable measures that are associated. The process of flexibility
is not just for the positive side but it can also reflect the negative perspective where the zero as
might be the ones that people can take it on a lease. Sometimes the flexibility that is associated
with work will also reflect over the choices of employees and they might not take work on a
serious basis which will of an impact the organisation. The zero hours contract will be an
unpredictable mechanism for the employee and the organisation cannot rely over things that are
not up to the mark. There will be uncertainty with respect to the work processes that are
associated with individuals because there will not be any constant tracking that is implemented.
For every Organisation in order to attain for development and improved profitable standards it is
also essential to have a control over the workforce (Piasna, 2019). The zero-hour contract will
bring in measures of stress-free working atmosphere and therefore the workers will not be in

control of Management. This might sometimes lead to an unfair practice that is falling in the
midst of employees. The variations that are obviously highlighted as a part of zero hour working
schedule would eventually lift up every work force in terms of attaining profitable standard if
and only if their perceptions are in regard to organisational embodiment. This is because the way
of thinking is obviously something that will have to go hand-in-hand with the organisation
because the it is not until when there is a consistency and paste that is maintained between
organisation as well as the employee that the zero or contract would be beneficial. The schedule
will vary as well as the input will be different in terms of attaining the objectives. Sometimes this
is one of the hectic scenarios that is being dealt (Lagutina, 2020). There is a lot of negativities
that is oriented with zero-hour contract if it is the growth prospects. The growth is not promised
at an instance because it entirely depends upon employees and that would eventually highlight
the interest that is associated with them.
REFLECTION
The entire concept of zero Hour contracts brought about a Limelight over my perspectives of
which I got to understand several facts and terminologies that I usually do not get over. I want to
understand the fact that the zero-hour contracts are not so negative on the business or employee
perspective but there are certain instances where certain situations are turning it negative. Several
instances were put forth and the research in this regard has helped me to understand the
experimenting that every organisation event really do in terms of bringing forth the zero hour
contract (Datta and et.al, 2019).
The organisational norms and policies are valuable and I got to understand the fact that there is a
contract that is put forth between the workforce and the organisation just to make sure that the
organisation is imbibing the qualities that are necessary for its to attend a proper growth
prospects. The negative perspective that is put forth in this regard is that with the flexibility that
is oriented with zero Hour contracts it becomes difficult for the organisation to track Their
employees. This is one of the important criteria and every organisation because without a proper
tracking the organisation will not be able to understand if the work is properly being them. I have
developed a keen interest over the commitment that are put forth with respect to the zero hour
contract because it is not until when there is a proper commitment that is associated and people
cannot move ahead in terms of abiding by the rules and policies (Gheyoh Ndzi, 2021).

Although the Zero Hour contract is flexible to portray certain instances of work yet there are also
formulations that will have to be highlighted as a variable entity that would arrive the pace of
development. Hyderabad to the fact that whatever be the contract that is in regard to employees it
will have to be stay committed. Without proper commitment one my seriously not be able to deal
with the extravagance of any contract that is in the midst of organisation. An amount of
perfection that is oriented with the reflection of work is also important in a working process and
the Zero Hour contract might not be able to highlight the fact of maintaining consistency which
is one of the derivable factor for growth. The advantages as well as the disadvantages that are
oriented has helped me to understand the set of formulations like that of the reasonable working
time schedule and also the stress-free orientation that is brought forth with respect to financial
implications (Pollock and et.al, 2020).
The organisation will not be able to maintain a certainty in dealing with the extravagance of
employees because there is no constant tracking. If the employee is working within the stipulated
time frame, then the management would be able to deal with the productive criteria but since the
zero or contract would fall in the odd hours of work. With the process of inculcating zero or
contract I have understood the unfair dismissal of different claims that are put forth with respect
to employees. The contract is composed of several terms and conditions that might sometimes
not go hand in hand with the employees. The organisation in this regard will not have any
variability and that might sometimes go out of vain. I have learnt the fact that not all Zero-hour
workforce become permanent employees. This is one of the facts that might even impact the
employee perception regarding the workplace.
A well-written zero Hour contract will be acting as a guidance for people to incorporate the
entitlement but a partially written zero-hour contract would often bring in a confused orientation
towards offering the time. I completely understood the fact that there is a new variation with
respect to zero or contract with respect to employment practices in this modern business world.
Although There are several implications yet the working model will obviously differ and can
match those employees that are instantly looking for a variation at work (Avram, 2020). I have
been able to get across various instances where the contract is not guaranteed for people unless
and until there is a specific statutory policy that will have to be signed in accordance with the
management. It is one of the general embodiments that will bring forth the terms of work
schedule and that will also highlight the professional orientation of work. There is a policy that

has come to my existence where it is known to be the inconvenience that is portrayed over the
odd hours of work. This is one of the policies where employees would eventually feel difficult in
terms of addressing the organisational profit. Since it is not legal it will also be an implication to
organisation if it is not maintained on a proper basis and it is conveyed to people around. With
the Zero Hour contract I have also understood the permanent stability concept where there is no
certainty that is portrayed over this particular aspect. Sometimes the unfair practices are not
noticed by the organisation which will in turn be one of the effective means of deriving the
organisational upliftment. The sudden dismissal of the contract would eventually affect the
employee and their career as well (Avram, 2020). Going across situations is a one of the facts
that employees will have to habituate in this regard according to the things that I have learnt. A
pace of development is always oriented with consistency and the employees will have to stress
over consistent means and the fair practices in order to get over the contract.
CONCLUSION
The report concludes upon highlighting the aspects of zero work contract that is put forth by
organisations around. Through this report one can easily understand the prospect of zero-hour
contract and the implications that are associated with it. A perfect understanding regarding the
entire scenario will eventually reflect over the choices of employees and the business therefore it
is being highlighted in this regard.

REFERENCES
Books and journals
Avram, 2020. Zero-hours contracts: Flexibility or insecurity? Experimental evidence from a low
income population (No. 2020-10). ISER Working Paper Series.
Datta and et.al, 2019. Zero-hours contracts and labour market policy. Economic Policy. 34(99).
pp.369-427.
Duke and April, 2020. The effects of the COVID-19 crisis on the gig economy and zero hour
contracts. Group. 24(8).
Gheyoh Ndzi, 2021. An Investigation on the Widespread Use of Zero Hours Contracts in the UK
and the Impact on Workers. International Journal of Law and Society. 4(2). pp.140-149.
Hamrah, 2020. Zero Hour Contracts. The Baffler. (52). pp.56-68.
Koumenta and Williams, 2019. An anatomy of zero‐hour contracts in the UK. Industrial
Relations Journal. 50(1). pp.20-40.
Lagutina, 2020. Zero-hours contracts: key characteristics.
Piasna, 2019. Regulating uncertainty: variable work schedules and zero-hour work in EU
employment policy. ETUI Research Paper-Policy Brief, 5.
Pollock and et.al, 2020. Covid-19: why we need a national health and social care service. Bmj,
369.
Ravalier and et.al, 2019. Zero‐hour contracts and stress in UK domiciliary care workers. Health
& social care in the community. 27(2), pp.348-355.
Online
Zero-hour contract, [Online]. Available through: < Zero hour contracts: Advantages and
disadvantages (citrushr.com) >
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