Impact of Zero Hours Contracts on Sainsbury's: HRM Report & Analysis

This report delves into the realm of Human Resource Management (HRM) and analyzes the implications of zero-hours contracts, using Sainsbury's as a case study. It begins with an introduction to HRM and the nature of zero-hours contracts, which are employment agreements where employers are not obligated to provide minimum working hours. The main body of the report critically examines the quality of analysis, focusing on the issues and advantages associated with these contracts, including flexibility, growth, and simplicity. The report then explores the legal and ethical considerations, including employee rights and the potential for unfair labor practices. It references the Boots theory of Zero hours contract. The report concludes with a series of recommendations for Sainsbury's, suggesting ways to mitigate the negative impacts of zero-hours contracts and improve employee satisfaction. The report suggests offering fixed working hours, overtime options, and utilizing agency staff to address the challenges associated with zero-hour contracts. Finally, it suggests that a good working practice is essential to meeting the goals and objectives of the company. The report also suggests that the company should be open to fair and performance based compensation to employees.

Introduction to HRM.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Quality of analysis.......................................................................................................................3
RECOMMENDATIONS.................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resources management is the effective practices of managing people to achieve
effective and better performance. This include the process of recruiting, selecting, hiring,
managing and organizing training and development sessions. In that Zero Hours contract is also
the important aspects which is create more effectiveness for the business. This is the employment
contract which is made between an employer and employees whereby hours the employees. The
term Zero hour contract is used in the United Kingdom. The present report is based on the
“Sainsbury” which is multinational retail chain at UK. The report will going to discuss on the
Zero hours contract and its nature of issues. This will applied by some theories and model which
are related to the issue. At the end of report will highlighted some recommendations for company
to solve this issues in proper manner.
MAIN BODY
Quality of analysis.
Zero hours contract is an one type of contract which is established betwixt employer as
well as employees of the company. As per that contract, employer not have any right to obliged
for providing minimum working hours and the workers are not obliged to accept any work
offered. This is primarily used in the UK and their working place. This creates more some issues
for the company's employer because most of the time, manager is stacked into the laws and
regulations as per that employees not get complete working hour wages in an effective manner
(Adams and Prassl, 2018). As per the UK contract law it is haggard between the worker and an
employee having the more legal rights than a workers. This provides the social security benefits
to employees including maternity leaves, pay, holidays, health insurance and others in an
effective manner. With this Sainsbury face some problems which are lower pays, not guaranteed
hours and no sick pays. Those are the issues which are faced by company with Zero hours
contract. This is not sets any legal terms.
There are define the features of zero hours contract are do not usually accept the work
offered. That can work for more than one employers as well as the are entitled to annual leaves,
the national minimum and national living wages (Datta, Giupponi and Machin, 2019). Here,
company have focused on whether Zero hours work is being associated with the particular group
of workers. In the short terms, those doing zero hours work are more likely to be young, migrants

and either still studying or less educated in an effective manner. This creates more effectiveness
for the company for doing works on zero based. Main of work which is relationship between age
and work under zero hours arrangements is striking.
However, its is very important to note that the zero hour arrangements still account for a
relatively small share of the overall employment for the most group of people in an effective
manner. Zero hours work is good or bad for the workers. In the positive manner, employment
with the zero hours is reflect a preferences for the flexibility amongst student, older workers as
well as the woman with care giving responsibility (Dodd, Hooley and Burke, 2019). The most of
the time employees are like to work with the zero hours based which is created some issues for
the HR manager to completed calculation based on the working hours. For example: CIPD study
is suggested that the most of the workers are satisfied because there is not have any guaranteed
hours. In the interview process responses to the foundation study is effectively recommended
that various type of the workers are valued these kind of work arrangements, whilst admit that
they not suit everyone. However, it is most important and effective part of the Sainsbury
business to managed there working ability of employees with zero hours working. This creates
more effectiveness for the Sainsbury to managed proper working process and complete
procedure of working in an effective manner.
Illustration 1: %worker in each age group
(Sources: Zero Hour contract work in United Kingdom, 2017)

In that employer of Sainsbury is highly responsible for providing zero working hours to
employee health as well as safety at work through pays including the tax national insurance
deductions in an effective manner. Sainsbury have to provide complete fair and performance
based compensation to employees as per their performance at the workplace. With the help of
this Sainsbury have opportunity to build trust of those employees who are working with zero
hour employment at the workplace. Like if manager of Sainsbury is not provide work for the full
calender week, this is usually counts as a break in employment (Emanuele, 2018). There are
some situations where employment is not break such as employee work for up to the 26 week
with the any kind of the injuries, in that employer have any agreement like career break. This
creates some of the issues for HR manager of Sainsbury because in that they are required
complete focus on making proper calculation about the salary in respective manner. This could
be more effective and valuable for company to understand about the zero hours contract.
For that here is use Boots theory of Zero hours contract to communicate for good about
the work in an effective manner. This model is reflect the changes in the employment contract,
which is relies heavily on the words “reasonable” and unreasonable” and apparently does
nothings to address the actual problems workers being an effectively bounded to their employers
and expected to show up at the any hours of the day or night with no guaranteed to show up on
the any working with no guarantee of the minimum weekly pays as well as there is no ability to
get secondary employment to make some differences in an effective manner (Farina, Green and
McVicar, 2020). This is the problems for the government which is patently unfair. In this
government not played any role for managing business in an effective manner. This could not be
more effective for the business to work under the legal process.

However, it is seems that the higher growth and proportion of the very large companies
make use of the zero hours contract. This creates various benefits for Sainsbury when company is
deals under the Zero hours contract which are as follows: Flexibility is the most effective benefit which is created by zero hour working for
employer of Sainsbury. If the company have workload then employer required more staff
for the certain period of time (Koumenta and Williams, 2019). In that zero hour contract
is allow company to remain agile. Growth is another benefit for Sainsbury with Zero hour working. Like if company start
the new store and experimenting into the new market, then company may be look for the
extra employees and staff for completing work on time. In that management have need to
work on that as per requirement for managing growth. This will help to manage complete
work on time and mitigate the growth of company in an effective manner. Simplicity and affordability is also the benefit and advantage fro management of
Sainsbury. Like if employee is not working and employer not pay than people have right
to take action on the employer which is give negative impact on the company and their
growth factors. Productivity, worker retentions and quality of work is created through the zero hours
contract based working. Zero-hours contract based work is create more positive impact
on the productivity of employees and staff retentions (Zero hours contracts: Advantages
and disadvantages, 2018). With the help of this, management have effective and positive
advantage for the Sainsbury company because through that employees are maintain their
personal work and office work together and create more effectiveness for the business in
an effective manner.
 Choice of work is most effective benefits for Sainsbury company and management for
completing their work on time by using proper resources and human resources as well as
satisfying employees and their needs at the workplace in an effective manner. Employees
and workers are on this work then have need to set the time of work when employees are
work on that with greater flexibility which is help to fit towards the work (MacDonald
and Giazitzoglu, 2019).
Those are the effective benefits which are creates by zero hours contract for Sainsbury.
Through that management of Sainsbury have effective advantages which is completing work in

effective manner. As that employee have some right under the zero hours contract which are as
follows:
 Employee have right to protect with unfair dismissal.
 They have right to request for the flexible working in an effective manner (O’Sullivan
and et.al., 2020).
 They have another right to unpaid time off to care for dependants.
Those are the right of the employees from the zero hours contract based workers. There
are upcoming changes to the zero hours contract. In that management have not any proposal to
cancel that contract but here is having some recommendation to provide and offers increased
rights as per requirement, in that management need to fix working hours after 12 months as well
as increase minimum wages for not the guaranteed hours. There are having another options to the
zero hours contract which are offering overtime, recruiting a part time employees and using
agency staff.
RECOMMENDATIONS
As per the above discussion, it had been summing up here the Zero hours contract is
important part of the company in which not have any kind of legal obligations. There are not
have any rules and regulations from the government side. This creates more effectiveness for
company to work under the same. With the help of this company is able to complete work on
time by hiring extra staff for the certain period of time. This creates more effectiveness for the
business and company Sainsbury. For working with zero working hours here is give some
recommendations for company Sainsbury to make complete agreement between employer and
employees in which they are hire for work on zero hours (Ravalier and et.al., 2017). This help to
understand all the terms and condition of zero hours working in an effective manner. With the
help of this, management have great opportunity to done complete work with some of the part.
Another recommended for Sainsbury should use over time when company not want any kind of
zero hours working. In that here is recommended for company to offers fix working hours to
employees are help to sets the work and wages. The good working practice is help to meet the
goals and objectives of company in an effective manner. With the help of this, management have
right to meet with all the requirements in the proper manner. This could be more effective and
valuable for the business and for its growth factors.

CONCLUSION
The above study summing up here, the zero hours working and contract has been
important part of the company. Through which company have been effective chance to done
complete work on time by hiring such staff for specific period of time. This had been creates
various benefits for company such as gave flexibility, growth, more productivity, worker
retentions and quality of work, choice of work and simplicity and affordability in an effective
manner. With that company established their growth at the market place in an effective manner.
At the end of the report must included with some of the recommendations which have created
more effectiveness for the business and their growth.

REFERENCES
Books and journals
Adams, A. and Prassl, J., 2018. Zero-hours work in the United Kingdom. Conditions of Work
and Employment Series, (101).
Datta, N., Giupponi, G. and Machin, S., 2019. Zero-hours contracts and labour market policy.
Economic Policy. 34(99). pp.369-427.
Dodd, V., Hooley, T. and Burke, C., 2019. Decent work in the UK: Context, conceptualization,
and assessment. Journal of Vocational Behavior. 112. pp.270-281.
Emanuele, V., 2018. UK voters support leftist goals, but economic left-right is not the main
dimension of competition. The year of challengers, pp.127-131.
Farina, E., Green, C. and McVicar, D., 2020. Zero hours contracts and their growth. British
Journal of Industrial Relations. 58(3). pp.507-531.
Koumenta, M. and Williams, M., 2019. An anatomy of zero‐hour contracts in the UK. Industrial
Relations Journal. 50(1). pp.20-40.
MacDonald, R. and Giazitzoglu, A., 2019. Youth, enterprise and precarity: or, what is, and what
is wrong with, the ‘gig economy’?. Journal of Sociology. 55(4). pp.724-740.
O’Sullivan, M. and et.al., 2020. The role of the state in shaping zero hours work in an atypical
liberal market economy. Economic and Industrial Democracy. 41(3). pp.652-671.
Ravalier, J. M. and et.al., 2017. The influence of zero-hours contracts on care worker well-being.
Occupational Medicine. 67(5). pp.344-349.
ONLINE
Zero Hour contract work in United Kingdom. 2017. [Online]. Available through:
<http://www.oit.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/
documents/publication/wcms_624965.pdf>
Zero hours contracts: Advantages and disadvantages. 2018. [Online]. Available through:
<https://citrushr.com/blog/day-to-day-hr/zero-hours-contracts/>