Article
9 min read
Getting Ahead of UK Employment Rights Bill Changes: Zero-Hour Contracts
Worker experience
Author
Matt Monette
Last Update
October 02, 2025
The Employment Rights Bill will significantly change how zero-hours contracts operate in the UK, with new rules set to take effect by 2027. The aim: to protect workers from unpredictable scheduling and income instability, while giving them the right to request a more stable working pattern after a qualifying period.
For businesses that rely on variable-hour arrangements, this means a shift toward greater predictability, fairer scheduling practices, and more transparent contracts. The sooner you adapt, the easier it will be to retain flexible talent without falling foul of the law.
Complementary reading:
Catch up on all of the upcoming changes in our guide - UK Employment Law 2025: Key Changes for Employers
Understanding the change
The exploitation of workers on zero-hour contracts has been making headlines for years, with high-profile cases involving companies like Sports Direct, McDonald’s, and J D Wetherspoon, highlighting the need for a fairer system. Once in force, the Bill will give workers on zero-hours contracts new rights to request predictable work patterns after 26 weeks, limit exclusivity clauses, and require fair notice for shifts or pay in lieu if shifts are cancelled.
| Area | Before (Current Law) | After (Post-Bill Implementation) |
|---|---|---|
| Right to Request Predictable Work | No statutory right—any regular hours are negotiated informally | Statutory right to request a predictable working pattern after 26 weeks’ service, to be considered in line with flexible working rules |
| Exclusivity Clauses | Common in some zero-hours contracts, limiting the ability to work elsewhere | Banned for low-income workers—employers cannot prevent zero-hours staff from taking other jobs |
| Notice for Shifts | No statutory minimum—practices vary by employer | Employers must give reasonable notice for shifts; cancelling at short notice may require compensation |
| Contract Transparency | No specific requirement to reflect typical hours | Contracts must clearly outline core terms, including the expected working pattern, even if variable |
| Income Stability | Pay varies entirely with the hours offered and worked | Greater predictability over time; compensation owed if shifts are cancelled without the required notice |
| Risk of Claims | Limited legal recourse for unpredictable hours | Increased potential for tribunal claims if requests for predictable work are handled unfairly or ignored |
Your new zero-hours contract policy: A step-by-step guide
1. Audit your current zero-hours workforce
Identify all roles currently on zero-hours contracts, reviewing actual working patterns over the past 26 weeks. Many “zero-hours” staff already work regular shifts, which may trigger predictable work requests under the new rules.
2. Update contracts for transparency
Amend contracts to clearly outline expected working hours, even if variable, and remove any exclusivity clauses that apply to low-income workers. Include fair notice and cancellation terms to comply with the upcoming requirements, such as plain-English clauses covering minimum notice for scheduling and compensation for short-notice cancellations.
With Deel*:* Deel’s contract templates update automatically as laws change—so every zero-hours agreement can be updated in bulk without manual rewrites.
3. Create a predictable work request process
Set up a formal process to handle predictable work requests, mirroring your flexible working process, including timelines, documentation, and criteria for approving or rejecting requests. Pre-define objective criteria for refusal, and document any requests, approvals, and rejections. Maintain records for any possible future audits.
4. Train managers on scheduling fairness
Managers should understand the new notice and cancellation rules, the risks of ignoring predictable work requests, and how to manage rotas in compliance with the law. Keep things clear with a one-page decision tree for managers to refer to when deciding how to handle requests. Communicate a no-tolerance policy on penalising workers with fewer shifts, and emphasise the need for consistent treatment across teams.
5. Prepare for tribunal risk
While your goal is to avoid disputes, it’s good practice to have a plan for responding to claims. This means having documented policies, evidence of fair treatment, and clear communication with staff.
Continuous Compliance™
Helpful resources
If the upcoming changes have encouraged you to overhaul your hiring process, here are some extra resources:
- A Complete Guide to Employment Contract Types
- 10 Types of Employment Contracts for International Teams
- Contract Review Process for Startups: Everything You Need to Know
- How to Create Engaging Training Materials That Will Transform Your Workforce
- How to Create an Employee Training Plan: A Comprehensive Guide
Looking to manage payroll, compliance, and HR all in one place? Book your 30-minute Deel demo today.
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Matt Monette is the Director, Solutions Consulting, Global Payroll at Deel. He has worked at hyper growth SaaS companies most of his career. Most recently, leading Shopify's UK expansion in London to being the VP of Sales at a late stage startup.
