New regulations providing employment protection for zero hour contract workers have now come into force.
The dismissal of a zero hour contract employee will be considered automatically unfair if the main reason for dismissal is that they breached a clause in their employment agreement prohibiting them from working for another company.
There is no qualifying period needed for the employee to bring a claim.
The regulations also make it unlawful for employers to subject a worker to any detriment because they breached their contracts by working for another firm.
The provisions are contained in the Exclusivity Terms in Zero Hour Contracts (Redress) Regulations 2015 and came into force on 11 January.
Employers may wish to review their policies and practices to ensure they are not in breach of the new regulations.
Please contact us about the issues raised in this article or any other aspect of employment law.