We are reducing hours in departments where there are a mixture of contracted hours employees and zero hour employees.
It would appear obvious to reduce the hours offered to zero hour employees as we can do this through their contract. But if they get to a stage where they are not getting any kind of regular offer of work, do we look to dismiss on the grounds of redundancy or what is the alternative?
Would you base the redundancy payment on a average weekly earnings based on their annual earnings?
JK