Analyzing Zero Hour Contracts: An HRM Report on Unilever

This report provides an analysis of zero hour contracts within the context of Human Resource Management (HRM), using Unilever as a case study. It explores the strategic implications of these contracts, examining both advantages and disadvantages for the organization and its employees. The report discusses the flexibility offered by zero hour contracts, enabling Unilever to complete tasks efficiently and accommodate employees' diverse schedules, including students. It also addresses the potential drawbacks, such as unpredictable hours, low income for employees, and increased working pressure, which can impact employee satisfaction and organizational productivity. Furthermore, the report delves into the legal aspects of zero hour contracts, including employee rights, minimum wage requirements, and protections against unfair dismissal, referencing the National Minimum Wage Act 1998 and related regulations. The analysis considers the impact of zero hour contracts during the COVID-19 pandemic and concludes with the importance of high-quality raw materials, effective budgeting, and clear communication for successful project completion. Desklib provides this and many other solved assignments to help students succeed.

Introduction To HRM

INTRODUCTION
Human resource management means those strategic approach which holds efficiency in
relation over managing of people within an organization that helps business to gain competitive
advantage. The process used within such process is based upon various strategic aspect making
structure developed within an organization. Zero hour contract which is an kind of employment
contract that deals with minimum working hours in relation to employee. In this report
organization taken is Unilever which is am British multinational consumer goods company
established in the year 1929 and has its headquarters in London, England. Topic of discussion in
the report of zero hour contract and its various legal concepts.
MAIN BODY
Zero hour contract means those employment agreement within which an person works
when needs of working arises. As per such contracts working hours are not guaranteed neither
amount of work is defined. These contracts are also termed as casual contracts and includes
‘piece work’ or ‘on call’ work, for example for interpreters. Further, the contract makes
employees work an organization need them(Anner, Fischer-Daly, and Maffie, 2021). Also in
this work is not assigned only provided and are given flexibility to work as per there convince.
Zero hour contract has been entitled over statutory annual leave and National Minimum Wages
in same manner as regular workers. These contracts are covered within emplacement law under
heading types of contract. Such contracts are helpful for an organization like Unilever in a way
that it makes various tasks to be completed on time without any problem. Through this Unilever
is able to attain flexibility as the contract makes particular appealing done to employee need
which working schedule created according to working of employee. In this an organization like
Unilever is able to form suitable policies for zero hour contracts that makes employees work
while continuing their higher studies. It is good for the employee who seek to work at unusual
hours which is out side the standard time of 9-5. The through flexibility in working makes
Unilever work better in terms of shifts provided to its employee. Another advantage possed by
Unilever in zero hour contract is opportunities these contracts makes an strong relation created
with job satisfaction for employees willing to work with Unilever. The contract helps in making
Unilever get connect with employees and manage there working in better manner. Extra income
it is another advantage which helps employee's working in Unilever to earn extra for extra

working hours. This makes employees of Unilever work with more effectiveness with intend to
earn more money with incentives. Also it helps in making improvement done in relation over
validity of zero hour contract. It increase efficiency of employee's credibility within Unilever. It
is makes an employee boost their income on monthly basis which improves living standards of
employee's. These advantaged helped Unilever in creating strong structure regarding work from
home which arise during the pandemic period. In the time of COVID 19 Unilever was not
functioning fully thus the contract made organization hire people for short term work that made
organizations sales stable within tough situation.
There are certain disadvantages which was faced by Unilever while using the zero hour
contract they are Unpredictable hours this is one of the biggest disadvantage possed by zero hour
contract which makes task completing process to be hindered for zero working hour. Unilever
makes social suffering cause to employees as planning of things cannot take place which directly
that eventually effects social life of employee's(Anner, 2019). As this perspective is not covered
within the contract which makes employee's feel frustrated from working of employee's.
Unilever's ability to work is reduced. Low income it is another disadvantage which is posse
within these contracts. Since in these payment is given as per the work done by employee's and
at times employees are not able to complete there working which causes pay of loss. This makes
employee's faced lot of difficulties in relation to there salaries. Low income causes employee's
sustainability decreased causing Unilever face low employee's percentage. Another disadvantage
is working pressure which is one of the common challenges as employee's working as per zero
hour contract works as per there flexibility not organizations standards leading upon reducing
quality of work and increase risk of customers dissatisfaction making organization like Unilever
face loss in terms of profit and revenue generation. Also at last minute employee's rejects the
work then pressure upon other employee's increases which directly makes working of the
organization collapse. This is makes exploitation of employee's increase that directly impacts
working environment of Unilever. These disadvantages made Unilever suffer over different
kinds of aspects making organization's manufacturing and production capacity reduced. Zero
contract makes Unilever struggle a lot during the time of pandemic as all employee's were not
available for working which makes different tasks and goals not achieved in time.
Zero- hours contracts is more flexible for both employer and employee working within an
organization like Unilever in a way that employer does not give minimum working hours. Also

work is not offered on urgent basis to employee's. Zero contract helps Unilever in dealing with
bank work, casual hours, care work, delivering driving, economy of the organization, health and
safety with warehouse facility. There are certain rights which is provided within zero hour
contract that are National Minimum Wage and National Living Wage, paid holiday, pay for
work-related travel, pay for being on call. These contracts are based upon contract and
circumstances that is right and idea to check employment status over contract. This makes
employee protect from any kind of dismissal which has taken place within unfair dismissal. It
take place when conditions like reasonably believe being at work or doing certain tasks would
put you in serious and imminent danger, take reasonable steps over a health and safety issue, for
example complaining about unsafe working conditions, inform employer about health and safety
issue in an appropriate way. These circumstances an employee has been dismissed the unfair
dismissal arises. This zero hour contract protects employee's form getting dismissed in unfair
manner. Also zero hour contract helps in determining about treatments which makes employer
reduce about hours and makes employees face bullying and harassment done. Further, employer
turns down training request without any reason. This kind of situation can be reduced when
protection is done upon determining when there is reasonable believe while working over tasks
problem may arise(An, Cooke, and Liu, 2021). It is reasonable step making health and safety
issue solved. It has been informing employer over making health and safety issue solved in more
effective manner. This contract provides flexibility created over working for more then one
employer. Under the contract employer cannot stop employee form working for another
employer through putting 'exclusivity clause' within contract. Further employers of Unilever
cannot treat an employee in unfair manner or neither can dismiss an employee. The law is
applied even when employer says that contract has been broken. The contract make Unilever
give rest breaks to its employee's as per rights that is provided to employee within Minimum
wages act. The rest provided between working days or shifts with weekly rest periods. The
employer'' responsibility in relation over zero hour work is that worker's health and safety. Then
in this paying wages includes tax and National insurance. The act which defines about this
contract is National Minimum Wage Act 1998 the law is based upon minimum wage making
governing done as per the National Minimum Wage Act 1998 and the National Minimum Wage
Regulations 2015. The act defines about the minimum wages that is required to be given to
employees. Also in this five rate of payment over national wage. There is specific process which

make calculation done over paying of national minimum wages. Also the acts makes employer
keep records showing the they have been paying workers the national minimum wage(Ackers,
2019). Employers that fail to comply with national minimum wage rules may be subject to
criminal prosecution, penalties and being publicly named. This is based upon creating zero
contract which make employees benefits attained.They helps them to complete project by
reducing wastage and time in effective manner. In order to complete project in effective manner,
they need more time in order make each and every part of this project are completed effectively
in future.
CONCLUSION
It is important for the company to use top quality raw materials in order to make project
strong and effective and can be used for long term purpose. They can use innovative and creative
ideas in their projects in order to make their project more innovative and effective in nature. For
completing project on time, budget is important and specific part of the project. By using more
and effective budget in the project help company in purchasing of raw material, paying labour
cost and for specific things which is required in order to complete task in effective manner.
Effective communication is also needed while working in project in order to complete it. It helps
them to sent and receive relevant information to other workers in order to complete project
effectively in future. All these things make company productive and effective for completing
task in future.

REFERENCES
Books and Journals
Ackers, P., 2019. Neo-pluralism as a research approach in contemporary employment relations
and HRM: Complexity and dialogue. In Elgar introduction to theories of human
resources and employment relations. Edward Elgar Publishing.
An, Z., Cooke, F.L. and Liu, F., 2021. Between company and community: the case of a
employment relations in an acquaintance society context in China. The International
Journal of Human Resource Management, pp.1-36.
Anner, M., 2019. Predatory purchasing practices in global apparel supply chains and the
employment relations squeeze in the Indian garment export industry. International
labour review, 158(4), pp.705-727.
Anner, M., Fischer-Daly, M. and Maffie, M., 2021. Fissured employment and network
bargaining: Emerging employment relations dynamics in a contingent world of
work. ILR Review, 74(3), pp.689-714.
Barker, K. and Christensen, K. eds., 2019. Contingent work: American employment relations in
transition. Cornell University Press.
Batt, R., 2018. The financial model of the firm, the ‘future of work’, and employment relations.
In The Routledge Companion to Employment Relations (pp. 465-479). Routledge.
Brandl, B., 2021. Trust as the cement in the employment relationship? The role of trust in
different workplace employment relations regimes. Journal of Organizational
Effectiveness: People and Performance.
Cross, C. and Dundon, T., 2019. Social exchange theory, employment relations and human
resource management. In Elgar Introduction to Theories of Human Resources and
Employment Relations. Edward Elgar Publishing.
Doellgast, V., Bidwell, M. and Colvin, A.J., 2021. New Directions in Employment Relations
Theory: Understanding Fragmentation, Identity, and Legitimacy. ILR Review, 74(3),
pp.555-579.
Harsh, H. and Prasad, A., 2020. Employment relations and perceived organizational
performance: the moderating role of technological intensity. Employee Relations: The
International Journal.
Howell, C., 2021. Rethinking the role of the state in employment relations for a neoliberal
era. ILR Review, 74(3), pp.739-772.