Despite the controversy that surrounds them, new research from the CIPD finds that on average, zero-hours contract employees experience greater life satisfaction, are more satisfied with their jobs and enjoy better work-life balance than those on more traditional employment contracts.
The research also finds that zero hours employees report at least comparable satisfaction in their relationship with their managers and colleagues. However, it also shows that, while the majority of zero-hours workers choose to work part-time hours, they are more likely to want to work additional hours than other part-time workers.
The report suggests that zero-hours and short-hours contracts look set to become a permanent feature of the UK labour market, even if their use changes over time in response to economic conditions and changes in business models, production processes, service availability and customer preferences.
The main reason employers use zero-hours contracts is that they value the flexibility they provide in responding to peaks and troughs in demand, and provide flexibility for individuals.
For the majority of zero-hours contract workers, this flexibility seems to be at the heart of the reason they are generally satisfied with their jobs. Almost two-thirds of zero-hours contract staff say they are either satisfied or very satisfied with their jobs compared to an average of 63% for all employees. Zero-hours contract employees also report higher life satisfaction.
Underpinning these high satisfaction scores are better work-life balance and less work pressure. Zero-hours contract workers are more likely to say they have the right work-life balance. In addition, 74% of zero hours workers report their workload is about right compared to 62% of all employees and they are less likely to feel under excessive pressure at work.
However, there were some aspects of zero-hours working which caused dissatisfaction. The majority of zero-hours contract workers claimed that they would like to work more hours, were not kept as fully informed about what was going on at work as full time employees, and felt they had fewer opportunities to progress and improve their skills.
