The latest report from the CIPD shows there has not been an increase in job insecurity and that most of those in the non-permanent category, which includes the self-employed, are choosing non permanent employment because it suits their lives or working preferences.
Overall, the evidence suggests most people on zero-hours contracts have a permanent role with substantial job security and are not seeking a new job or additional hours. The data does show a minority of people on these working arrangements are not satisfied and want more hours, but, given this evidence, government policy should be proportionate and avoid penalising people for whom zero-hours contracts provide a good fit for their lives. These working arrangements can work well for students, people with caring responsibilities, those with fluctuating health conditions and older workers seeking to downshift and fit work around other life priorities.
However, the report – based on data analysis from a range of sources including the ONS – confirms that insecurity does remain a problem for a significant minority of workers. The CIPD is therefore calling on employers and government to put choice and job quality at the heart of discussions about ways of working, in order to protect people from insecure working arrangements that do not suit their needs.
The best way for government to protect people from insecure work is to strengthen enforcement of existing employment rights across the labour market. This means ensuring the forthcoming creation of a Single Enforcement Body is supplemented by sufficient resources to boost inspection capability and support enhanced employer compliance.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
