How NREs Can Help Your Business

Do you have, or worry about, workers like these:

Often sickly and using lots of support services

Poor timekeeping and attendance

Sometimes idle because workload fluctuates due to projects or order variations

Possibly a poor cultural fit, or have different values to you

Young women who may need maternity pay and cover in the future

Family men who may need paternity or shared parental leave

Gender equality issues

"Risky" hires who may not work as hard as hoped or may need too much help/training/support

NREs can help in all these situations and more!

NREs are not entitled to sick or holiday pay, maternity/paternity and are not entitled to use any employee support services. They're on zero-hours contracts, so if they aren't working they don't get paid, and if there's no work to do, they can be sent home without paying them for the rest of the day. They can be terminated without notice or reason, so poor performance or differences of attitude, personality or working style can be addressed quickly.

NREs do not count as headcount, and so do not feature in gender equality calculations, meaning its possible to have the right workers without worrying about diversity.

Worker status can also be used as a motivational tool - top performers can be promoted into full time employment.

Remember: Executives and top management can retain company car, gym and golf club memberships as a company perk, without fear of perceived unfairness because they're only available to employees - NREs are not employees.