Zero-hours, infinite flexibility: Why our industry needs the zero-hour

According to statistics revealed earlier this week by the Chartered Institute of Personnel and Development, over a million British workers are employed under the zero-hours contract.
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According to statistics revealed earlier this week by the Chartered Institute of Personnel and Development, over a million British workers are employed under the zero-hours contract. This research also revealed that the hotel, leisure and catering industries are responsible for more than half of these.

This issue has been dubbed controversial and scandalous with the media inevitably capitalising on larger hospitality brands.

Truthfully though, regardless of scale, the zero-hours contract has always played a part in the hospitality industry. It is an essential way for employees to react quickly to the fluctuating staffing needs which is inherent in this sector.

The issue has arisen due to a certain level of ignorance of the nature of our industry. The media along with employees in other industry sectors are pointing fingers and making assumptions because they do not truly understand the need for these contracts. Any large corporation with predominantly nine to five working hours will fail to conceive the unpredictable nature of our work and subsequent staffing requirements.

Let’s remember that we are not encouraging a new age of slavery here. Those who work under these contracts are often students or workers who are actively seeking flexible working hours to fit around other responsibilities. These contracts are not equal to employee exploitation. While many larger chains with high staff turnover might adopt slightly harsher policies, individual companies such as ourselves are more inclined to retain staff loyalty as they depend on every member of the team.

Essential here is the need for flexibility especially in the current climate. Aside from the fact that our work is seasonal, buyers these days are booking later meaning predicting our staffing needs is problematic. The very nature of our industry makes it difficult to guarantee a minimum number of hours for certain roles and with no guarantee of employee availability the need for these members of staff is fairly high.

Our industry will always require a more flexible workers market which means the implication of a ban on this contract could have devastating effects. Many businesses would fail to survive without the zero-hours contract and the flexibility it affords.

Any comments? Email sarah@mashmedia.net  

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Drapers Hall
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