In last week’s defence of zero-hour contracts, the Barbados Employers Confederation (BEC) has taken a stance that raises serious concerns about the treatment of workers in our nation.
The BEC argues that such contracts offer flexibility for both employers and employees. But this perspective overlooks the fundamental rights of workers and a robust social safety net this nation has worked to create over the last 57 years.
Zero-hour contracts, which leave workers without guaranteed hours or pay, are often touted as a solution for those seeking flexibility. Yet, this flexibility comes at a significant cost. We agree with General Secretary of the Barbados Workers Union, Toni Moore, who aptly pointed out that these contracts can lead to exploitation, leaving workers vulnerable to unpredictable work hours and income instability. The notion that such arrangements benefit workers, particularly those who may need supplemental income, fails to acknowledge the broader implications of job insecurity and the erosion of workers’ rights.
The BEC’s argument that zero-hour contracts are a natural evolution in a changing economy is troubling. It suggests a willingness to embrace a trend that prioritises employer convenience over worker welfare. In an era where economic stability is paramount, we must ask ourselves: at what cost are we allowing this flexibility to flourish?
While the BEC defends the use of zero-hour contracts, it is imperative to recognise that many employers are already falling short in their obligations to workers. Reports of late payments, underpayment, and failure to contribute to national insurance and social security continue to be rampant.
We suggest that the BEC should focus on policing norms of decent work practices rather than endorsing exploitative contracts that only serve to perpetuate a cycle of insecurity.
The bitter legacy of the plantation economy still lingers in our employment practices. We must shift away from a model that allows employers to extract labour with minimal commitment to their workers. The BEC should commit to ensuring that employees are not only compensated adequately but also treated with the dignity and respect they deserve. This should be the role of an employer body playing a transformative role in a changing economy.The BEC should instead commit to ensuring that they are not only compensated adequately but also treated with the dignity and respect they deserve. This should be the role of an employer body playing a transformative role in a changing economy.
This latest defence of zero-hour contracts, added to the pushback on legislation that would enforce minimum labour standards and conditions for companies taking the people’s money in government contracts, and the massive layoffs of workers at two of our nation’s newest and largest hotel resorts – which benefited from even larger concessions and taxpayer-funded incentives – suggests to us that large employers are in dangerously close to being out of step with the path toward making the workplace a place of mutual benefit and growth, not a zero-sum battleground.
These developments have made the BWU’s call for unity among workers more relevant now than ever. Collective bargaining remains a powerful tool for safeguarding workers’ rights, and workers should be encouraged to join unions and stand together against exploitative practices. The strength of the workforce lies in its solidarity, and only through collective action can the status quo be challenged and demand better treatment from employers. ‘Twas ever thus since 1944 – and the fate of an island nation has been changed irretrievably for the good.
We urge the BEC to get on the right side of history. It can do so by taking another, more thoughtful stance on zero-hour contracts and instead, focus on holding employers accountable for their treatment of workers. In the spirit of tripartism, born 30 years ago in a time of crisis, employers should foster a culture of respect and accountability for the sake of a more just and equitable future.
Last week, the BEC sounded echoes too redolent of our past. We suggest it look towards a new era of employment justice—one that prioritises accountability and responsibility for those who hold power over the lives of workers, values the contributions of all workers and endorses their rights and freedoms. The future of work in our country depends on it. It’s zero-hour for that new era.
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