Zero Hour Contracts

Zero Hour Contracts

Zero hour contracts refers to agreements where an employer is not obligated to provide an employee with any minimum working hours. On the other hand, the worker should not accept any minimum working hours from the employer. Zero hour contracts resemble casual employments (Lavery, 2014 8). The employees have the freedom to determine the amount of time they will be available to offer services to the employer. As a result, in such contracts, there is no permanent employment. Companies tend to rely on the people who are more available for working hours. In zero hour contracts, the employer has the obligation to offer work to the employees. As a result, the workers who turn down shifts get fewer opportunities in future(Adams, Freedland, and Prassl, 2015 5) . There have been debates on whether this type of contract is beneficial to both the employer and employee or is oppressive.  Zero our contract has both positive and negative employees to the two parties of the agreement. The paper will aim to evaluate zero hour contracts. It will evaluate the practice in an ethical perspective. It will compare the Rawls’ Theory of Justice, Utilitarianism and Deontology. This will help to determine if zero hour contracts should be encouraged or discouraged. The paper will aim to determine if zero hour contracts are ethical agreements or not based on various ethical theories. It will focus on the utilitarianism, deontology and Rawls theory of justice to evaluate the agreement.

Zero hour contracts in the UK have increased in the recent past. The numbers of employees who work under this agreement represent more than 2.5% of the total workforce. There are various factors which have contributed to an increase in Zero hour contracts in the UK. One of them is that employees in these agreements are protected by the law in various aspects (Lavery, 2014 11). First, they are entitled to an annual leave like any other person employed on permanent basis. Additionally, they are also entitled to a minimum wage. This implies that these types of agreements are legal in the UK and encouraged by the government. People in these contracts have the freedom to look for work I other areas (Adams et al., 2015 12), They have the freedom to ignore some of the clauses in the contract they sign with the employers. This only occurs when the clauses are made to hinder the zero contract workers from looking for opportunities in other region (Lavery, 2014 13). This implies that these types of agreements encourage workers to maximize the utility they obtain from their employment. Most of the people in the zero hour contracts are the young employees aged between 16 and 24 years. At this time, such people are not settled in stable employments. They are in the process of looking for a permanent job, hence require a lot of time to pursue their objectives. It gives them adequate time to try various o

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