On 26th May 2015 exclusivity clauses preventing staff from carrying out work with another employer were banned from zero hours contracts.
However, until now workers have not been able to seek redress through an employment tribunal should the employer treat them unfavourably for working elsewhere. Employers could penalise individuals engaged under a zero hours contract who work elsewhere, for example by failing to offer them further work or by dismissing them, without fear of legal action/penalties against them.
To address this gap in the law, as of this week (11th January 2016), The Exclusivity Terms in Zero Hour Contracts (Redress) Regulations 2015 has made an additional distinction so that employees on zero hours contracts can complain to an employment tribunal where they are dismissed or suffer a detriment for working for another employer or asking their employer for permission to do so.
However, until now workers have not been able to seek redress through an employment tribunal should the employer treat them unfavourably for working elsewhere. Employers could penalise individuals engaged under a zero hours contract who work elsewhere, for example by failing to offer them further work or by dismissing them, without fear of legal action/penalties against them.
To address this gap in the law, as of this week (11th January 2016), The Exclusivity Terms in Zero Hour Contracts (Redress) Regulations 2015 has made an additional distinction so that employees on zero hours contracts can complain to an employment tribunal where they are dismissed or suffer a detriment for working for another employer or asking their employer for permission to do so.
Employers are reminded to remove exclusivity terms from zero hours contracts, that zero hours employees working for another Company should not be penalised in any way, and that dismissal on this basis would be considered automatically unfair.
