Zero hours contracts have always offered flexibility. But without the right safeguards, they can often leave workers carrying too much of the risk.
That’s why the government is introducing new rights to make work more predictable, fair and secure. The goal is to end ‘one-sided flexibility’. That means giving workers more security over:
These new rights won’t remove flexibility altogether. In fact, workers can choose to stay on a zero hours contract if that suits them, but the default will be shifting towards more predictability.
What's changing?
Right to request guaranteed hours
Eligible workers will have to be offered a guaranteed hours contract that reflects the average hours worked over a legislatively defined period. This is currently expected to be the previous 12 weeks of work. Employers must offer this, but workers can decline and remain on their current arrangement if they prefer.
Right to reasonable notice of shifts
Employers will need to give workers reasonable notice of upcoming shifts. If notice is too short, workers will be able to raise a tribunal claim. The government will set out what counts as ‘reasonable’, but each case will be considered based on its circumstances.
Right to compensation for cancelled or changed shifts
If a shift is cancelled, shortened or moved at short notice, workers must be compensated. Again, the exact definitions of ‘short notice’ will be set in upcoming regulations, but the sentiment is that financial risk shouldn’t fall on the worker.
What about agency workers?
The rules will apply slightly differently for agency staff, but key protections will still stand:
