Life in the diaspora: Overtime, flexibility, zero-hour contract – the changing face of work in the UK
By Mary Opii
When I first heard about the term zero-hour contract, I was confused. I thought it meant no work at all. Later, I realised it was a common form of employment in the UK, one that reflects both the flexibility and uncertainty of the modern workforce. For many Nigerians in the diaspora, understanding these forms of work is key to surviving and succeeding in the UK’s ever-changing job market.
In Nigeria, working extra hours is often a matter of necessity or loyalty, rarely formalised or fairly compensated. In the UK, overtime has a very different meaning. It is defined as work done beyond normal contracted hours and, depending on the employer, can attract higher pay or time off in lieu. While the law does not compel employers to pay a higher rate for overtime, many do so as part of their internal policies.
For immigrants, overtime can be both a blessing and a trap. On one hand, it offers a chance to earn more, which is particularly attractive for those sending money home. On the other, it can lead to burnout, especially when combined with long commutes and multiple jobs. The temptation to work every available hour can be strong, but so is the risk of exhaustion. As many soon discover, the UK system rewards consistent, quality work, not endless hours without rest.
Flexibility has become one of the defining features of the UK job market. Many organisations now offer flexible schedules, hybrid working arrangements, or part-time options that allow workers to balance family life, studies, or other commitments.
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For Nigerians, especially women and students, this flexibility can be a lifesaver. Parents can adjust their shifts around school runs, and students can fit work around lectures. The pandemic accelerated this shift, pushing many jobs online and changing how people view work-life balance.
However, flexibility also comes with challenges. Some workers find that flexibility sometimes means uncertainty, working fewer hours than expected, fluctuating income, or feeling disconnected from colleagues. The freedom to choose can also mean instability, especially for those who depend on a steady income.
The zero-hour contract is perhaps the most debated form of flexible work in the UK. Under such a contract, employers are not obliged to provide a set number of hours, and employees are not obliged to accept every shift offered. On paper, it sounds liberating, you can work when it suits you. But in reality, it often means unpredictable schedules and unstable income.
Many Nigerians in retail, hospitality, and healthcare sectors find themselves on zero-hour contracts. While it allows them to juggle multiple roles or studies, it also means they can go a week with many hours and the next with almost none. This unpredictability makes budgeting difficult, especially for those supporting families or paying high rents.
I still remember the first time I met a colleague proudly saying she worked “zero hours.” I laughed, thinking it was a joke, until she explained that it simply meant her hours were not fixed. The idea was new to me, and it took time to understand how such a system could exist in a country so structured and regulated. But it’s part of a growing shift towards flexibility, one that trades certainty for choice.
For Nigerians in the diaspora, navigating overtime, flexibility, and zero-hour contracts requires strategy and self-awareness. The UK job market rewards adaptability, but it also demands self-discipline. The key is to find balance, embracing the opportunities for extra income without losing sight of rest, health, and long-term goals.
Work in the UK may come in many forms, but success still depends on one timeless principle: consistency with balance.
