As a self-employed courier for Hermes, we (the 10,000 couriers engaged by Hermes) are shortly to be forced (without any consultation) into working 7 days a week, possibly up to 8pm every evening to fulfil our contract for services. Although we are not 'obliged' to collect and deliver the parcels in theory, we would lose our jobs (or contract for services) if we didn't, so in practice, we have no option but to accede to the company's wishes. We also have the right to nominate substitute couriers, but in reality finding someone to cover our work on weekends has proven impossible, so much so that even Hermes themselves isn't trying to engage staff for weekend work. Their contract for services is pretty watertight, but I just wondered if there was anyone out there who had an idea that could be useful in our fight to avoid being forced to work 7 days a week, 52 weeks a year without holiday pay, sick pay or any other benefit. I accept that we are 'self-employed', but only because it's how the employer chooses to operate without costs to themselves.

Hi All, I'd really appreciate some advice and guidance on my query. I am very fortunate to work on a part time term time contract, however I am very flexible to the needs of my employer. For the past 2 years I have worked the summer for most of the weeks and have been paid for this at standard rate. I receive no additional pension payments from the company on this money and due to the way that term time is calculated I am at a detriment in relation to my pension. Since September I have been acting up in to another role to cover for a long term absence, full time, full year in a very demanding job requiring much longer hours than I am paid for and significant travel - I am paid an allowance (again un pensionable and do not receive PMI which if permanent in role I would receive). Our bonus structure (non- contractual) runs from 1st Jan to Dec 31st and is paid in April. The bonus structure works on a percentage basis depending on the performance rating you have been given. I was given an excellent rating which meant that my bonus payment would be between 8 -11% of my salary as at the 31st December. However term time bonus is pro-rata'd. I have been awarded nearly 8% (even though business is given the money to give 9.75% bonus) on a combination of my term time salary (8 months) and my full time salary (4 months). I currently cannot get the amount to meet the minimum of 8% it is £100 plus short. I have worked all year so feel this is unfair. If I had been promoted during the year and for example had of been earning £15,000 and then earned as of the 31st December - £25,000 I would have received bonus payment on £25,000. I feel that because I am a working mother and therefore benefit from a term time agreement that I have been treated less favourably than a full time counterpart. I would welcome your views and any advice that could be provided.

I hope somebody can help me with some advice. I have been working a '4 on 4 off' continental shift pattern for the past 3 years, this averages out at 42 hours per week. Now my company have said my contract actually states that I should be doing a 48 hour week and want me to change my rota to accomadate this for no extra pay. My arguement is that I have been working to the rota they gave me for the past 3 years and nobody has ever said I should be doing more hours, infact if I did any extra shifts I was getting paid for them. There is another 5 people in the same position of me and we are all of the opinion that custom of practice must come into play here. We are willing to change to a 48 hour week but feel we should be paid for the extra hours.