Pay and conditions

While zero hours contracts have been used in the UK for many years, their use has spread widely in recent years along with rises in other forms of casualisation including false self-employment, agency, temporary and part-time work.

The advice and conciliation organisation ACAS explains that an employment contract is made up of the following components:

1. Do your research

Try to find out about the pay scale of the company, and find out the industry standard salary for the job. If the company usually hires from within, you may have to accept an entry-level salary with a view to working your way up through promotion.

Types of home working

Home workers tend to fall into one of two categories:

The Equality Act 2010

In October 2010, the Equality Act 2010 replaced and simplified over 100 pieces of anti-discrimination legislation and also enhanced workers’ rights. It outlaws sexism, racism, ageism and other forms of discrimination in the workplace and promotes equality and diversity.

It sets out a number of so-called “protected characteristics”.  Employers must not discriminate against workers on the basis of:

Sectors where this form of working is dominant include: the construction industry, where there is widespread agency working and false self-employment; the hospitality sector; and outsourced areas such as homecare and cleaning. But casualisation is also on the increase among professional workforces including aviation, education, local government and the NHS.

Get prepared

• Arm yourself with substantial evidence to back up your request outside of your regular appraisal.
• Research what the going market rate is for your job. If possible, find out what your colleagues earn doing the same job.
• Make a list of recent examples of when you performed particularly well.
• Prepare your opening line - initiating this discussion can be intimidating.

Arrange a one-to-one with your boss

• Approaching them in person is more effective.

Anyone can make a request for a change in working conditions. However, the statutory right to request flexible working is restricted to certain employees who: