Contribution
My Lords, I thank the noble Lord, Lord Sharpe, for tabling Amendments 19A, 20 and 21 to Clause 1 on the right to guaranteed hours. I say to the noble Lords, Lord Sharpe and Lord Fox, that the detailed analysis of the algorithms by the noble Lord, Lord Leong, was presented only on the basis of a request for a detailed analysis of where those arguments came from. There was a much simpler version, which my noble friend gave in his verbal response, so there is more than one version of that challenge.
Amendment 20 seeks to allow employers to propose changes to permanent contracts issued after a guaranteed-hours offer within six months of acceptance, as long as there is a genuine material need in business operations. I am pleased to reassure noble Lords that this amendment is not required. As my noble friend Lord Hendy said, the zero-hours provisions in the Bill do not prevent employers offering their workers variations to their contracts following the acceptance of a guaranteed-hours offer as long as the variation does not amount to subjecting the worker to a detriment. I say to the noble Lords, Lord Moynihan and Lord Londesborough, the noble Baroness Noakes, and other noble Lords, that the Bill does have the flexibility that should reassure businesses that the zero-hours provisions can be changed. As we debated previously, when talking about zero-hours contracts in the context of, for example, individuals such as students or those with caring responsibilities, those who are offered zero-hours contracts will be able to turn the offer down and remain on their current contract.
Going back to Amendment 20, employers will still be able to propose and make changes to their workers’ contracts after they have accepted a guaranteed-hours offer, including in the sectors such as hospitality, to which the noble Lord, Lord Hunt, refers. This can be done following the usual process of negotiation and agreement between employers and workers. It would be subject to the terms of the workers’ contracts as well as existing and new legislation, such as the provisions on fire and rehire. Adding a provision stating that employers can propose variations—something that they will already be able to do—while considering only a limited number of matters may risk creating legal confusion. It may, for example, inappropriately suggest that variations can be proposed only in these circumstances or suggest that other provisions of legislation that do not include similar wording restrict employers’ ability to propose variations of contracts when this is not the case.
Amendment 21 seeks to make provisions that employers may still make redundancies where these are based on genuine business needs and not linked principally to a worker’s right to guaranteed hours. I am again pleased to reassure noble Lords that the amendment is not necessary. The zero-hours provisions in the Bill do not prohibit dismissals by means of redundancy following the acceptance of a guaranteed-hours offer. There are some restrictions on selecting an employee for dismissal by redundancy because they have accepted a guaranteed-hours offer, but this is not what the amendment seeks to address.
The Bill otherwise creates protection only against detriments and makes dismissals automatically unfair in very limited scenarios—including, for instance, where the principal reason for the dismissal is an employee accepting or rejecting a guaranteed-hours offer. If an employer wished to make an employee redundant, they would be required to follow the required processes in line with the terms of the employee’s contract and with employment law relating to individual or collective redundancies, to ensure that the dismissal is fair. This amendment would not substantially change the effect of the provisions, as the zero-hours measures in the Bill do not prohibit dismissal by reason of redundancy following the acceptance of a guaranteed-hours offer. But it could create unhelpful doubt as to how the legislation on redundancy already operates.
Amendment 19A seeks to list in the Bill a number of factors and circumstances that would need to be considered when determining whether it was reasonable for an employer to give a worker a limited-term contract. I emphasise that the right to guaranteed hours will not prevent employers using limited-term contracts. Under the guaranteed-hours provisions, it is reasonable for an employer to enter into a limited-term contract with a worker if the worker is needed only to perform a specific task and the contract would terminate after that task has been performed—for example, waiting at tables at a wedding—or the worker is needed only until an event occurs or fails to occur, after which the contract would terminate. This could include a worker covering another worker who is on sick leave or a worker needed only for some other kind of temporary need that would be specified in regulations, the contract expiring in line with the end of that temporary need.