SHOW YOUR commitMENT TO A FAIR WORKPLACE

Zero Hours Justice believes that employees deserve to be provided with fairness when it comes to how they are paid and treated and with regard to job security.  Some organisations exploit the use of zero hours contracts for their own good, doing things such as cancelling shifts at short notice, causing insecurity and anxiety for so many. Although ultimately, our aim is to eliminate zero hours contracts from the UK workplace, these are the kind of organisations we actively campaign against.

To recognise those who implement zero hours contracts in a more ethical and responsible way, employing only those who are happy to be on them, as well as those who do not use zero hours contracts at all, we now have an accreditation scheme with two categories, "NO ZERO" and "FAIR ZERO"

Employers who do not engage in zero hours contracts can apply to be accredited with our NO ZERO standard and use our NO ZERO logo to proudly promote this.   

For those organisations who commit to the fair use of zero hours contracts, as defined by our criteria below, we have a FAIR ZERO accreditation standard.  

By law, a zero hours contract is a type of contract or working arrangement where:

• the employer is not obliged to offer work;
• the employee or worker is not obliged to accept work when offered;
• The employee or worker is not prevented from working elsewhere.

Alternative names of zero hours contract could be "casual work", "bank work" or "being on-call". 

NO ZERO EMPLOYER ACCREDITATION

To apply for NO ZERO Employer Accreditation, you will:

• Not employ anyone directly on a zero hours contract
• Not employ anyone indirectly on a zero hours contract via any third party contractor or agency. This applies to third parties that provide workers (for example temporary staff, cleaners, etc.)

FAIR ZERO EMPLOYER ACCREDITATION

To apply for FAIR ZERO Employer Accreditation, you will:

• Schedule shifts for zero hours workers with at least two weeks notice
• Pay workers in full for shifts cancelled at less than two weeks' notice
• Give workers the right to request a fixed hours contract at any time
• Review actual hours worked annually and initiate a supportive conversation with every worker with a view to providing a contract at or close to the hours actually being worked, as soon as you are able