In my experience, an employer would probably look to an agency to provide workers on a “temp-to-perm” contract. In fact, many companies use agency workers where demand fluctuates, because numbers can be adjusted on a week to week basis.
My sister worked for a large accountancy practice in London where all secretarial services were provided by an agency.
Sure, and I am working in something like this setup myself.
But the frequency of such contracts is an indication of what I am saying, which is not that worker protections lead to insurmountable problems, but they obviously have some knock-on effects.
Hiring someone via an agency is going to cost the employer a lot more, even if to the employee the pay is similar (and for professional jobs the pay isn’t similar, it’s much higher as I’ve alluded).
And again, I am just trying to add some nuance here. I am in favor of worker protections and think the benefits far far outweigh the drawbacks. I just don’t think there are zero drawbacks.
…no, this isn’t correct. Zero-hour contracts explicitly do not allow you to refuse shifts, which is what distinguishes them from casual employment. They were legal here in NZ until 2016 when the law was changed.
Right. I was describing a casual contract. I didn’t realise zero-hour was a thing here.
They can do here as well, depending on how obvious the firing and rehiring is, and how wiling the employee is to go to court.
There have recently been attempts to pass a bill (in the UK) that would make firing and rehiring illegal - there are no details, because the government scuppered it, but it clearly wouldn’t have made all firing and rehiring illegal - the law is pretty much always solidly on the side of the employers - so legitimate employers wouldn’t have suffered.
How is this enforced on the part of the employee? Are they fined or otherwise held accountable if they just walk out or stop showing up?
Since most people here are paid monthly in arrears, the employer can withhold some salary. They will pay up eventually, but it may make life difficult for the (ex) employee.
As mentioned above for quitting without notice in general, it’s not likely to be enforced for an entry level job other than the employer can take steps to legally withhold your final pay, make it a firing for cause instead of a regular termination of contract, and not give you a reference. But legally you could be sued for breach of contract, and if your job is important enough, have to pay the business for the losses caused by you walking off the job.
The way to go if you are a complete wrong fit for the job is to either: