While zero-hour contracts have faced a lot of  criticism, they can benefit employers and employees when they are used correctly. For example, they offer flexibility to those who cannot commit to fixed hours, such as students or part-time workers.  

When they aren’t fair is when you have had someone on a zero hours contract for more than 2 years, who is working the same hours on a regular basis, as this is when they would be classed as an employee, and should be moved to a permanent contract of employment, with all the associated benefits of being an employee rather than a worker. 

Proper management and clear communication are key if using zero hours contracts.