AC 4.1 Assessment of how OcMara could introduce zero-hours and contractor contracts for the new staff it is hoping to recruit

A typical workforce in any organisation is made up of various employee-employer arrangements. Sometimes employees may be employed permanently. Permanent employees form the core of an organisation’s workforce. However, an organisation can have another team of self-employed contractors who work on one-off projects (CIPD 2021). Now shifting our attention to zero-hours contracts, CIPD (2021) define zero-hours contracts as mutual agreements between two parties in which one individual is required to perform work for the other with no set minimum timeline. As the name suggests, under a zero-hour contract, employers have no obligation on the employer to provide workers with any working hours. Organisations considering adopting this type of contract should also consider other available contracts that can deliver the same benefits. On the other hand, a contract can be defined as a document outlining the terms and conditions of the working arrangement between an organisation and an independent contractor. In most instances, zero-hour contracts are vital for companies with fluctuating operations. With this knowledge at hand, OcMara should not adopt zero-hour contracts because fluctuations in the energy sector are rare.