Nearly 800 people working for Kent County Council are on zero hours contracts, according to figures obtained by the KM Group.

The largest number of the 777 who have such contracts are working in social care services and account for more than half the total, 475.

The next highest figure is for staff working in education services - 275 - with just four working in corporate services.

Many of the 475 working in social care are likely to be carers contracted by the authority to provide domiciliary services, helping people live in their own homes.

Contracts give no guaranteed hours of work and do not always provide the same benefits as permanent staff, such as sickness pay.

The 777 represent a relatively small percentage of KCC’s overall workforce of 10,311 and is lower than the figure for 2015, when there were 865.

Nationally, nearly 700,000 people are on zero-hours contracts in their main job - a rise of more than 100,000 on a year ago - according to official figures.

However, politicians from all parties have committed to either scrap zero hour contracts or compel employers to give the same benefits as other workers.

Cllr Gordon Cowan, the opposition Labour leader at KCC, said the figure was too high.

“We believe that anyone who works for KCC for more than 12 weeks should be given a permanent contract and paid the living wage.

These contracts only create uncertainty for people and makes it much more difficult for people to get a mortgage and loans. People want a decent living wage so they can look after their families.”

The county council said it was aware there were concerns about the contracts.

In a statement, Cllr Gary Cooke, the cabinet member for democratic services, said:

“At KCC we recognise the concerns regarding zero hours contracts and as a result we have reviewed the use of this type of contract within the council and have converted to alternative contracts as appropriate and where mutually agreed.”

He added: “The zero hours contract is often a second employment, and gives the employee the benefit of control and flexibility.

"This could be required due to other personal commitments such as studying, family responsibilities or partial retirement.

"It is therefore not totally biased in favour of the employer, but can work well for the employee as well.”

The figures were released under the Freedom of Information Act.