Member Feedback Request - Guaranteed hours provisions

We are seeking member feedback in some aspects of the guaranteed hours section of the Employment Rights Bill. This will inform our engagement on these policies.

Your responses will be anonymised, so please ensure to get back to Ben at Ben.George@brc.org.uk by 24 June.

We are keen to understand how/if the obligation to offer guaranteed hours contracts to qualifying low and zero hours workers could influence businesses’ hiring intentions:

• How would you respond to the requirement to permanently guarantee the hours of someone who is on a variable hours contract?
• Do you currently offer more/fixed hours to workers on variable hours?
• How is the rising cost of business affecting your recruitment plans? 
• Have you started considering costs to comply with guaranteed hours and how these might impact your recruitment plans? 

We are also looking for views on what should qualify as a ‘low hours’ worker and workable durations for ‘initial’ and ‘subsequent’ reference periods (that’ll be defined in secondary legislation)

• What is the maximum number of hours you’d be able guarantee?
• Any input on the guidance on reasonable notice to changed, cancelled and curtailed shifts, and compensation for unreasonable notice?
• What is “genuinely temporary” work?
• What would be the minimum duration for an ‘initial’ and ‘subsequent’ reference periods?

Please get back to us by emailing Ben (Ben.George@brc.org.uk) by 24 June.