Zero-hours contracts have in recent years gain a controversial reputation, while it offers some cleaners flexibility for family, study or other part time jobs. On the employers side, cleaning companies gain the ability to respond to work demand as needed. The flexibility, while great for some staff and employers does not actually provide certainty. For example, a cleaner may expect to be working and suddenly the shift may disappear at short notice, leaving them with less income than expected. The Government’s proposed changes to zero-hours and low-hours working are intended to shift some of that uncertainty away from workers, including rights around guaranteed hours and compensation when qualifying shifts are cancelled or changed at short notice.
Why is this changing?
The Government’s concern is that while zero-hours contracts can provide genuine flexibility, they can also leave workers carrying too much of the uncertainty. Someone may work regular hours for months without any guarantee those hours will continue, while last-minute cancellations can leave them unexpectedly out of pocket. The proposed reforms are intended to give workers greater predictability and security, while still allowing flexible working arrangements where they genuinely suit both sides.
For cleaners, this could bring greater income security and most likely make cleaning work more attractive, although this is not for certain. If someone regularly works a predictable number of hours, there is an argument that their contract should eventually reflect the reality of the work they are already doing. Compensation for some late cancellations could also mean workers are no longer expected to carry the entire financial cost when work disappears. There will be some unintended consequences mainly with Employers. They will be faced with greater obligations around contractual agreements and pay regardless of the customer behaviour. It is therefore very likely that they become more cautious about offering shifts in the first place, they may rely less on permanent teams, or look for different ways of covering unpredictable work – I.e. turn to more to self employed gig workers.
For cleaning companies, this could become another cost that needs to be understood properly rather than simply absorbed. Cleaning contracts are often priced tightly, as in a few £ per hour margin, yet the contractor does not always control when a customer changes access times, reduces hours or cancels work. If the cleaning company becomes responsible for compensating workers when that happens, the commercial relationship with the customer may also need to change. Clauses about cancellation terms, minimum notice periods and the cost of last-minute changes could increasingly need to form part of cleaning contracts provided to the client. Also, better scheduling and workforce planning may become just as important as finding enough cleaners and maybe even an active network or self employed cleaners that can be called upon when needed.
It is easy to overlook the customer paying for the cleaning. With the operational and legal changes mentioned above it is inevitable that customers are expected to pay more for cleaning. Businesses that expect contractors to maintain a workforce permanently available while frequently changing schedules may eventually have to pay for that flexibility, like an insurance cover to ensure cleaning continuity. So, this set of employment changes will see cleaning companies may increase prices, introduce cancellation charges or become less willing to accept contracts where hours are highly unpredictable. In some cases this may actually improve the industry by encouraging customers to recognise that labour cannot simply be switched on and off without somebody carrying the cost.
The bigger question is not whether cleaning businesses should lose flexibility. Cleaning genuinely requires flexibility. The challenge is deciding who should pay for it. For too long, some of that risk has travelled down the chain from customer to cleaning company and ultimately to the cleaner. If the new rules change that balance, cleaning businesses will need to rethink workforce planning and contract pricing, while customers may need to recognise the real cost of the service they expect. If this change is planned and implemented properly, it could create more secure cleaning jobs, it could attract more workforce into the sector and force employers to institute better career progression for cleaners. Ultimately, the businesses that respond early and carefully will be in a much stronger position than those that simply wait for the additional costs to hit, before reacting the the uncertainty.
If Need support with your cleaning workforce? From recruitment and employment policies to training and business growth, CleanBow can help you build a stronger workforce and prepare for the changes ahead. Reach out to us and we will be happy to help.
