Employers of domiciliary care workers in Wales will now have to give their care workers a choice of contract after a three-month period of employment after new legislation came into effect this week.

The legislation addresses the use of zero-hours contracts and means that employers will no longer able to employ staff on zero hour contracts for more than three months.

“The new regulations coming into force are designed to support continued improvement in the care sector in Wales,” Social care minister, Huw Irranca-Davies, said. “They offer staff in the social care sector a fairer deal and help to safeguard the quality of care and support which people receive in their own homes.”

“There is a very clear link between the use of zero-hours contracts and a reduced quality of care, due to issues around the continuity of care and communication between workers and those they support. These measures will ensure workers are offered a choice of contractual arrangements,” Irranca-Davies said. “The registration of domiciliary care workers will provide the public with confidence that care workers have the appropriate skills and qualifications to do their jobs in a professional, compassionate manner.”

The proposals to curb zero-hours contracts in care work were first published by the Welsh Government in June last year.

In the proposal, Social Services Minister Rebecca Evans said, “While some staff prefer zero-hours contracts, valuing the flexibility they can offer, for many the uncertainty and insecurity they pose can have a hugely detrimental impact on their lives. Crucially the plans we are putting out to consultation today will ensure employees have a choice. After three months of employment, they will be able to choose whether to move onto another zero-hours contract, or take up alternative contractual arrangements.” 

The proposal is also aimed at tackling “call-clipping” where care workers cut their care time short due to travelling in between visits. The proposal would require providers of domiciliary care to differentiate clearly between travel time and care time when preparing employees’ schedules.