With the rise of temporary workforce needs—especially during the pandemic—the use of call-for-work contracts for on-demand tasks has become widespread. This type of contract, increasingly used since the pandemic, aims to protect worker rights for the duration of short-term assignments until those tasks are completed.
What Is a Call-for-Work (On-Call) Contract?
As part-time employment becomes more common, a subtype known as the call-on-demand or on-call contract has also gained popularity. Primarily used in the service sector to meet short-term labor needs, this form of contract has existed in law for some time but has been applied more actively in recent years. The unpredictable working patterns introduced by the coronavirus pandemic have encouraged many employers to adopt this flexible arrangement.
For employers, a call-for-work contract allows staffing levels to be adjusted according to demand. These contracts define that the employee will work during a specified period but do not set exact days or times when the employee will be called in. Compared with standard part-time agreements, the defining feature of on-call contracts is that the specific workdays or weeks are not predetermined—making them well-suited to fluctuating short-term needs.
Weekly 20-Hour Minimum Is Not Mandatory
There are specific rules for entering into an on-call contract. Labor law does not impose a strict lower limit on weekly working hours for these contracts. Unless the employer and employee agree otherwise, the weekly working time is presumed to be 20 hours. However, the law also allows the parties to agree differently. That means they can set a weekly working time below 20 hours—if both agree, a 10-hour workweek can be arranged.
In addition to weekly arrangements, the law permits total working hours to be calculated on a monthly or annual basis. If the employer and employee agree, the working time can be defined monthly or annually, and the weekly average may fall below 20 hours. When such periods are set in bulk, an important consideration is that if the employment contract ends before the agreed period expires, the employee is entitled to pay for the agreed time even if they did not actually work it.
Zero-hour contracts, where the employer controls work allocation entirely and the employee may not be guaranteed any hours, differ from on-call agreements. Call-for-work contracts give both parties broader room to regulate working rules and avoid some of the issues associated with zero-hour arrangements by establishing clearer expectations and protections for the worker.
A Written Contract Is Required
A call-for-work agreement must be made in writing. If there is no written agreement, the employment relationship is treated as a standard part-time contract, and unless otherwise agreed, the weekly working time is assumed to be 20 hours. When the contract is on-call, and unless the parties agree otherwise, the employee should be notified of the call to work no later than four days before the start date. This four-day notice period can be adjusted by mutual agreement.
For example, the employer and employee may agree to reduce the notice period to two days. However, setting an extremely short notice period—such as immediate call-to-work—effectively requires the employee to be constantly ready and available, which is generally not considered acceptable. Therefore, the notice period should reflect a reasonable timeframe agreed upon by the parties or determined by the employer as reasonable.