Other forms of employment

Not everyone wants permanent, full-time employment. Sometimes the needs of the organisation mean that engaging workers under temporary or part-time employment is the better option.

There are a number of different forms of employment which have advantages both from an employee and an organisational perspective (see article 56).

The example that has received the most political and media attention is zero hours contracts. At the end of May 2015, the Small Business, Enterprise and Employment Act introduced provisions that effectively banned exclusivity clauses in zero hours contracts. It also enables further provisions to be introduced that will enable workers to enforce they include the right of a zero-hours worker not to suffer a detriment if they work for another employer. It appears likely there will be instances where the ban on exclusivity clauses does not apply – for instance, if the hourly rate is £20 or more, which will allow companies who employ specialists but are unable to guarantee hours (e.g. companies that specialise in accident investigation) to continue using zero hours contracts. Research from the CIPD indicates that, when managed well, zero hours contracts are valued by both employers and employees, with both sides citing flexibility as a key advantage.

Over the past few years an increasing number of individuals have opted for a lifestyle choice that does not mean they are aligned to one employer. They may either choose to embrace the true micro- entrepreneur approach of working for several different clients simultaneously or opt for consecutive short-term contracts. They are likely to have specific and valuable experience but the challenge for line managers is to manage them effectively as they are independent in outlook and unlikely to go through the usual appraisal process.