The SNP’s approach to ending zero-hours contracts in Scotland
Zero-hours contracts allow an employer to offer work without guaranteeing a minimum number of hours. They can suit some people who value flexibility, but they may also leave workers unsure about their income, rosters and employment rights. The SNP has made ending exploitative forms of insecure work part of its wider argument for a fairer Scottish economy.
For Annabelle Ewing, representing Ochil and South Perthshire at Westminster would involve making the case for stronger workplace protections across Scotland. Employment law is largely reserved to the UK Parliament, so MPs have an important role in changing the legal framework that governs contracts, pay and job security.
The debate has relevance beyond Scotland. In Australia, people are familiar with concerns about casual work, unpredictable shifts, labour-hire arrangements and gig employment. The language may differ, but the underlying issue is similar: whether someone can plan a household budget when their hours change from week to week.
Scottish policy also has a practical dimension. Many workers in hospitality, retail, social care, logistics and seasonal industries depend on reliable rosters. In towns and rural communities across central Scotland, insecure work can affect mortgage applications, childcare arrangements and the ability to remain in the local area.
| Issue | Zero-hours model | Proposed fairer direction |
|---|---|---|
| Guaranteed work | No minimum hours may be promised | A contract reflecting regular hours |
| Rosters | Shifts may change at short notice | Greater notice and compensation for cancellations |
| Income | Weekly earnings can fluctuate sharply | More predictable pay and scheduling |
| Worker voice | Fear of losing shifts may discourage complaints | Stronger protection for organising and raising concerns |
What zero-hours contracts mean for workers
A zero-hours contract does not automatically mean that every aspect of employment is unlawful or abusive. Some workers may prefer occasional shifts, especially when combining employment with study, caring responsibilities or another job. The concern arises when flexibility operates almost entirely for the employer’s benefit.
Workers may be expected to remain available without being paid for that availability. They can face cancelled shifts, changing start times or pressure to accept work at short notice. Even when a person technically has the right to decline a shift, the fear of receiving fewer future hours can make that right feel limited.
The SNP’s proposed direction
The SNP has generally linked its position on zero-hours contracts to a wider Fair Work agenda. This includes support for secure employment, fair pay, effective trade union rights and action against practices that transfer business risk from employers to workers.
Ending exploitative zero-hours arrangements would require legislation and enforcement. A Westminster government could introduce minimum-hour guarantees based on an employee’s established working pattern, require reasonable notice of shifts and provide compensation when employers cancel work at short notice. The detail would determine how well any reform worked in practice.
Why Westminster matters to Scotland
The Scottish Parliament can influence employment standards through procurement, public-sector funding and programmes such as Fair Work First. However, core rules on employment contracts, unfair dismissal and many workplace rights remain matters for Westminster.
That division makes representation in the UK Parliament significant. An SNP MP can support bills, propose amendments, scrutinise ministers and campaign for changes that the Scottish Government cannot deliver alone. The issue is also connected to the SNP’s broader constitutional argument that Scotland should have full control over employment and economic policy.
Lessons from Australia’s workplace debate
Australia provides a useful comparison, although its legal system is different. The Fair Work Act recognises casual employment and includes rules around casual conversion, while modern awards set minimum conditions for many industries. Employers and workers also discuss “casual loading”, penalty rates and underemployment in everyday workplace conversations.
The Australian experience shows why contract labels do not tell the whole story. A worker in hospitality in Melbourne, a farmhand in regional Victoria or a FIFO employee in Western Australia may all experience uncertainty in different ways. Someone can receive a casual loading yet still struggle to secure enough shifts to cover rent, fuel and groceries.
There are also familiar Australian concerns about sham contracting and gig work. A person described as an independent contractor may have little control over pricing or schedules while carrying many of the costs of employment. The idea of a “fair go” therefore extends beyond a formal ban: it requires rules that reflect the reality of how work is organised.
Effects on employers and local economies
Businesses need some capacity to respond to seasonal demand, illness and changing customer numbers. Small cafés, tourism operators and retailers may worry that rigid requirements could increase costs or make staffing more difficult. Any Scottish reform would need clear rules, sensible exemptions and support for compliant employers.
At the same time, predictable work can strengthen local economies. Workers who know their likely income are better placed to spend locally, arrange childcare and remain in their communities. In Scotland, that may matter for rural employers and high streets just as it does for businesses in places such as Geelong, Newcastle or Hobart.
Principles for fairer employment
A credible policy would need to balance flexibility with security rather than treating the two as opposites. Useful measures could include:
- A right to request a contract reflecting a worker’s regular hours
- Advance notice of shifts and compensation for late cancellations
- Protection against losing work after declining unreasonable hours
- Stronger enforcement against sham self-employment and misclassification
- Clear guidance and transition support for small businesses
These measures would need to be monitored after implementation. Data on pay, hours, complaints and enforcement outcomes could show whether reform improved security or simply encouraged employers to use different forms of temporary work.
The SNP’s commitment to ending zero-hours contracts in Scotland sits within a broader debate about who carries the risks of an uncertain economy. For workers, the central question is whether flexibility is genuinely mutual. For employers, the challenge is adapting staffing practices while maintaining viable businesses.
Review the proposals, compare them with workplace reforms in Australia, and follow the parliamentary record for specific legislation and amendments. Informed scrutiny can help ensure that any change delivers practical security for workers while recognising the needs of responsible employers.