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Majority of zero-hours-contract workers have been with the same employer for over a year

One in eight zero-hours workers were still retained on zero-hours contracts after 10 years with the same employer

More than a million people are working on a zero-hours contract basis, and around 720,000 of them have been with their current employer for over a year, according to analysis by the Trades Union Congress’ (TUC).

The TUC studied data from the Office for National Statistics (ONS) labour force survey published on 21 January 2025, reporting its findings on 20 February.

Almost half (45%) of zero-hours contract workers, around half a million workers, have been with their current employer for over two years.  Meanwhile, 12% of zero-hours contract workers – more than 130,000 workers – have been with their current employer for more than a decade. 

TUC general secretary Paul Nowak said that zero-hours contracts can cause workers financial insecurity and enable bosses to manipulate staff: “Zero-hours contracts give bosses almost total control of workers’ earning power and hours – making it a nightmare for families to plan budgets and childcare. 

“As we have seen with recent scandals, these precarious contracts make it far too easy for managers to bully and harass staff frightened about losing shifts. I would challenge any boss to try and survive for a few months on a zero-hours contract not knowing from week to week how much work they will have – let alone a decade."

Sarah Peck, UK country manager of temporary work platform Indeed Flex, described zero-hours contracts as a "double-edged sword", offering flexibility at the expense of workers' security.

She told HR magazine: “While these contracts can be a useful tool for businesses managing fluctuating demand, they should not be a loophole that denies long-term workers the stability and rights they deserve. 

“If someone has been with the same employer for an extended period, it’s only fair that they receive the same protections as their permanently contracted colleagues.”


Read more: How HR can improve work for zero-hours and gig workers


This comes as the government has laid out plans in its Employment Rights Bill to end "exploitative" zero-hours contracts. Workers on zero-hours or low-hours contracts are to be granted the right to guaranteed-hours contracts if they work regular hours over a 12-week reference period.

This would require employers to provide reasonable notice of shifts and compensation if shifts are cancelled. The government claims that this would give workers security of earnings.

Employees who wish to, can remain on zero-hours contracts. 

However, Abby Guthkelch, VP executive advisory at frontline worker platform Flip, is concerned that the measures won’t go far enough to protect employees.

Speaking to HR magazine, she said: “Absolutely, the proposal is definitely a step in the right direction. 

“But, let's not ignore the potential pitfalls. Employers could easily start cutting shifts just before the threshold to dodge these obligations. Plus, there’s the risk of businesses shifting towards short-term agency work, which could undermine job security."

Employers should also be aware that people on zero-hours contracts are legally entitled to employment rights, according to Gary Wedderburn, advisor at conciliatory service Acas. 


Read more: Workers unaware of zero-hours contracts rights


Wedderburn reminded that the classification of people on zero-hours contracts can vary, and make a difference to the rights that those workers have. Research from Acas revealed that 61% of workers are unaware of the rights of people on zero-hours contracts.

He told HR magazine: “People employed on zero-hours contracts can be legally classed as a worker or an employee, and so are entitled to rights on the same basis as other workers and employees, depending on their employment status. For example, they are entitled to the national living wage, national minimum wage, holiday pay and rest breaks.

“Zero-hours workers also have other protections if they want to work for more than one employer. An employer must not to try to stop a zero-hours worker from working for another employer by putting an exclusivity clause in the contract, or treat them unfavourably for working for more than one employer.”