Question 1

Who is the Living Hours Employer certification best suited for?

Accepted Answer

This certification is best suited for UK-based employers — particularly in retail, hospitality, facilities management, and care sectors — who rely on flexible or part-time workforces and want to demonstrate a genuine commitment to worker wellbeing beyond minimum wage compliance. It is especially valuable for businesses seeking to differentiate themselves to socially conscious consumers, investors, and prospective employees by signalling fair scheduling practices.

Question 2

How much does the Living Hours Employer cost?

Accepted Answer

The initial cost for the Living Hours Employer is $0 USD.

Question 3

What are the renewal requirements for the Living Hours Employer?

Accepted Answer

Accredited Living Hours Employers are expected to maintain ongoing compliance with the Living Hours standards. As with the broader Living Wage accreditation, employers are required to stay up to date with any changes to the scheme's requirements and renew their licence periodically. The Living Wage Foundation may conduct checks or require re-confirmation of compliance as part of the renewal process.

Question 4

What continuing education is required for the Living Hours Employer?

Accepted Answer

No formal continuing professional education or CPE/CEU requirements are associated with this organisational certification.

Question 5

What evidence is required for the Living Hours Employer?

Accepted Answer

Employers must demonstrate compliance with the Living Hours standards: offering a minimum of 16 contracted hours per week to workers who want them, providing at least four weeks' notice of shifts, and paying compensation equivalent to the hours cancelled when shifts are cancelled with less than four weeks' notice. Applicants complete an online licence form and submit it with an online signature, confirming their organisation meets these requirements. The Living Wage Foundation reviews the submission before granting accreditation.

Question 6

Who should NOT pursue the Living Hours Employer?

Accepted Answer

Employers whose workforce is entirely on fixed, full-time contracts with stable schedules may find limited additional value in this certification, as the standards it sets may already be met without formal accreditation. Organisations outside the UK will find limited recognition for this credential, as it is specifically designed around UK labour market conditions.

Question 7

What are alternatives to the Living Hours Employer?

Accepted Answer

Alternative certifications include: Real Living Wage Employer (Living Wage Foundation), Fair Work Employer (Fair Work Convention, Scotland), Good Business Charter Accreditation, Investors in People Accreditation.

Question 8

What is the salary impact of the Living Hours Employer?

Accepted Answer

While this certification does not directly impact employer salaries, accredited organisations commit to paying at least the Real Living Wage and providing a minimum of 16 contracted hours per week, which can meaningfully increase annual earnings for affected workers compared to those on zero-hours or minimal-hours contracts. Research by the Living Wage Foundation suggests Living Wage employers report improved staff retention and productivity.

Living Hours Employer

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