We've drafted our agreement to try to ensure that it's used to fulfil a genuine 'zero-hours' situation, rather than simply side-stepping the obligations that come with more permanent types of contract. This means staff employed using our agreement should be classed as workers, and we offer advice in the guidance notes to help employers ensure that this remains the case by using the agreement properly.
Our agreement also deals with the job description and other related matters such as working time, breaks, holiday entitlement, salary, sickness and confidentiality. There are further options to include grievance and/or disciplinary procedures. It's suitable for use throughout the UK.
Both documents now incorporate the latest available version of the form, following a recent minor update by the Court of Protection.
We've updated the external links in the guidance following the Northern Ireland Court of Protection's move to transfer its information to the justice-ni.gov.uk site.
We've made minor changes to both documents following a routine review in relation to the law in Northern Ireland. We've also made some changes to the leases in preparation for the Energy Efficiency (Private Rented Property) (England & Wales) Regulations 2015.