Number of Scots workers relying on zero hours contracts rises ahead of planned clampdown

The number of Scottish workers relying on zero-hours contracts has increased, just as the UK Government plans to implement stricter laws to provide workers with more security. Recent official figures have revealed that over 102,000 workers in Scotland were dependent on zero-hours contracts in the last quarter, making it the joint highest proportion in the UK. Across the UK, approximately one million people are currently working under zero-hours contracts, with younger workers under the age of 25 being five times more likely to be on such contracts compared to older workers.

The UK Government has introduced an Employment Rights Bill aimed at granting workers the right to a contract that reflects the hours they typically work. Additionally, employers will be required to give “reasonable notice” and compensation if shifts are altered or cancelled. Labour has welcomed these regulations, believing they will offer more stability and security for workers. Roz Foyer, the general secretary of the STUC, highlighted the urgent need for change in light of the high number of Scottish workers on zero-hours contracts.

Foyer expressed concerns over the power imbalance in the workplace created by zero-hours contracts, which often leave workers without control over their schedules and financial stability. While some argue that these contracts offer flexibility, unions have consistently warned about the lack of financial security they provide. Deputy Prime Minister Angela Rayner is leading the reforms, which include ending “fire and rehire” practices and ensuring employment rights from day one, overseen by a Fair Work Agency.

The Employment Rights Bill forms part of the Government’s commitment to enhancing job security for workers across the UK, with 28 proposed reforms following consultations with both unions and businesses. Among the changes, millions of workers will receive protection against unfair dismissal from their first day of employment. With the ongoing debate on zero-hours contracts, the call for devolution of employment law to the Scottish Parliament remains strong, aiming to ban zero-hours contracts entirely and improve working conditions for all Scottish workers.

In conclusion, the rise in the number of Scottish workers dependent on zero-hours contracts underscores the need for comprehensive legislative changes to ensure fair and secure working conditions. While some argue for the flexibility that such contracts provide, concerns over financial stability and power imbalances in the workplace persist. The upcoming Employment Rights Bill and proposed reforms signal a step towards improving job security, but the debate on zero-hours contracts and the broader issue of employment rights is likely to continue as efforts are made to better protect workers in Scotland and across the UK.