Fair Work Convention

Fair Work Convention Scotland, Effective Voice

Effective Voice

Effective voice is much more than just having a channel of communication available within organisations - though this is important.

Effective voice requires a safe environment where dialogue and challenge are dealt with constructively and where employee views are sought out, listened to and can make a difference.

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Fair Work Convention Scotland, Opportunity


It is a reasonable aspiration to want work that is fair - and for fair work to be available to everyone. Fair opportunity allows people to access and progress in work and employment and is a crucial dimension of fair work

Meeting legal obligations in terms of ensuring equal access to work and equal opportunities in work sets a minimum floor for fair work.

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Fair Work Convention Scotland, Security


Security of employment, work and income are important foundations of a successful life.

Predictability of working time is often a component of secure working arrangements.

While no one has complete security and stability of employment, income and work, security is an important aspect of fair work.

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Fair Work Convention Scotland, Fulfilment


For many people, work is a fulfilling part of their life. For others, work tasks, working conditions and the work environment make work unfulfilling.

Access to work that is as fulfilling as it is capable of being is an important aspiration of the Fair Work agenda. People have different views of what type of work is fulfilling for them.

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Fair Work Convention Scotland, Respect


Fair work is work in which people are respected and treated respectfully, whatever their role and status.

Respect involves recognising others as dignified human beings and recognising their standing and personal worth.

At its most basic, respect involves ensuring the health, safety and well-being of others.

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Case Studies

University of Strathclyde

Like many other educational institutions, the University of Strathclyde in Glasgow has used zero hours contracts (ZHCs) to cover a range of functions. In 2015, aligned with the University's 'People Oriented' value and its stated aim to be a socially progressive employer, it was decided that no further ZHCs would be issued. From January 2016, remaining zero hours contract staff were transferred onto new arrangements.

With recognised trade unions, ZHCs have been mapped onto a range of different arrangements depending on individual circumstances, including part time contracts and guaranteed minimum hours contracts with no detriment where an employee does not wish to take up an offer of hours of work. This allows staff to know, in advance, the minimum amount of work that they are guaranteed. Offering greater security of work is a fairer way of working that can benefit staff and the University. Avoiding ZHCs is consistent with the University's status as a Living Wage Accredited Employer and holder of a Healthy Working Lives Gold award.


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