The Employment Rights Act 2025 gives zero hours and low hours workers three new rights: an offer of guaranteed hours, reasonable notice of shifts, and a payment when a shift is cancelled, moved or cut short at short notice. The government expects the changes to start in 2027, but many of the details are still being decided.
In short:
- Workers who regularly work more hours than their contract guarantees will be offered a contract that reflects the hours they really worked.
- Employers will have to give reasonable notice of shifts, and of any changes to them.
- Shifts cancelled, moved or cut short at short notice will trigger a payment to the worker.
- Agency workers are covered too, and the hirer will usually make the guaranteed hours offer.
- The changes are expected in 2027. The exact numbers will be set out in regulations.
- Clear, proven records of the hours people work will make every part of this easier.
What is changing for zero hours workers?
Sections 1 to 3 of the Employment Rights Act 2025 create three new rights for zero hours and low hours workers. The Act became law on 18 December 2025, but these rights have not yet taken effect. The details will be set out in regulations, after a government consultation that closed on 25 August 2026.
- Guaranteed hours. An offer of a contract that reflects the hours a worker regularly works.
- Reasonable notice of shifts. Workers must be told about shifts, and changes to them, in good time.
- Short-notice payments. A payment when a shift is cancelled, moved or cut short at short notice.
Who is covered by the new rights?
The new rights cover three groups of workers.
- Zero hours workers. People with no guaranteed hours today.
- Low hours workers. The cut-off has not been set yet. The consultation document says the government would prefer a threshold somewhere between 8 and 20 hours a week.
- Agency workers. Section 4 of the Act applies the same rights to agency workers. The consultation document says hirers will have the duty to make guaranteed hours offers, although ministers can move that duty to the agency in some cases.
How will the guaranteed hours offer work?
At the end of a reference period, the employer looks at the hours each worker has regularly worked, and offers a contract that guarantees those hours. The worker can accept the offer, or stay on their current contract.
- Reference period. The government’s preferred first reference period is 12 weeks. It also asked about 26 and 52 weeks (consultation document).
- Mean or median. The government is still deciding whether to use a mean or a median average of the hours worked.
- Repeat reference periods. Further reference periods will follow, so this is not a one-off exercise.
How much notice will workers get of their shifts?
Section 2 of the Act gives workers a right to reasonable notice of shifts, and of any change to them. The government has not set the notice period yet. For directly employed workers, the consultation asked whether it should be one, two, three or four weeks. Shorter options were included for agency workers.
What happens if a shift is cancelled at short notice?
Section 3 of the Act gives workers a right to a payment when a shift is cancelled, moved or cut short at short notice. The Act says “short notice” can be no more than 7 days, and the government asked whether it should be 1, 2, 3, 5 or 7 days.
The payment has not been set. Proposals range from 10% to 80% of the worker’s expected pay (Baker McKenzie summary). The government is also thinking about a higher payment for changes made at very short notice.
When do the changes start?
- July 2025. The government’s implementation roadmap places the zero hours measures, including those for agency workers, in 2027.
- 18 December 2025. The Employment Rights Act 2025 becomes law.
- 2 June 2026. The consultation on the details opens.
- 25 August 2026. The consultation closes.
- Still to come. Regulations will set the numbers: hours, weeks, notice and pay.
- 2027. The changes are expected to take effect.
What records will employers need?
To make fair offers and pay the right amounts, you will need clear records. Four matter most.
- Hours really worked. For each person, week by week, across the reference period.
- When each shift was offered. And when any change was made, and why.
- Every guaranteed hours offer. And whether the worker said yes or no.
- Short-notice payments. Worked out and paid through payroll.
Tips for preparing for the zero hours changes
- Map your workforce. List everyone on zero hours, low hours or supplied by an agency.
- Look back 12 weeks. Work out the hours each person really worked, week by week.
- Check the hours are proven. Can you show who worked, where and for how long? A record is not the same as proof.
- Log every shift change. Note when each shift was offered, when it changed, and why.
- Plan your offers. Decide how you will make guaranteed hours offers, and how you will record each answer.
- Talk to your agencies. Agree who tracks agency hours, and who will make the offer.
- Watch for the final rules. Check the regulations as they are published, and take advice before changing contracts.
Proven hours, without the spreadsheet
Sense HR records the hours staff really work, and proves who worked, where and for how long. Hours are approved before payroll, and every record stays in one place. Keep your rota for planning shifts: Sense makes sure the hours are true.