The Employment Rights Bill introduces a right for qualifying zero-hours and low-hours workers to be offered a contract reflecting their regularly worked hours, alongside rights to reasonable shift notice and payment for late cancellations. This guide explains how the reforms work and what they mean for workers and employers.
What the Right to Guaranteed Hours Is
The right to guaranteed hours requires qualifying employers to offer zero-hours and low-hours workers a contract reflecting the hours they have actually and regularly worked over a reference period, so income becomes more predictable rather than depending week to week on how many shifts are offered. The offer is based on a worker's real recent pattern rather than a single fixed statutory number.
Who Qualifies
The right is aimed at workers on zero-hours contracts or arrangements with very low guaranteed hours who have built up a consistent pattern of hours worked over the reference period set in regulations. Workers can choose to decline the offer and remain on their existing flexible arrangement if that suits them better, since the reform is intended to give qualifying workers an option rather than force a change on everyone.
Reasonable Notice of Shifts
Alongside guaranteed hours, the reforms introduce a right to reasonable notice of shifts, so workers are given sufficient advance warning of when they are needed rather than being offered shifts at very short notice with no chance to plan around other commitments, caring responsibilities or a second job.
Payment for Cancelled Shifts
Where a shift is cancelled, moved, or cut short at short notice, the reforms introduce a right to payment compensating the worker for the lost earnings and the inconvenience of having arranged their time around a shift that did not go ahead, rather than leaving the worker with no pay at all for hours they had expected to work.
Agency Workers
The Employment Rights Bill extends broadly equivalent protections to agency workers on zero-hours or low-hours arrangements, recognising the similar unpredictability agency staff can face, though the detailed mechanics involving the agency and the end hirer are set out separately in the legislation and accompanying regulations.
Frequently Asked Questions
What is the right to guaranteed hours?
The right to guaranteed hours is a reform under the Employment Rights Bill that requires qualifying zero-hours and low-hours workers to be offered a contract reflecting the hours they have regularly worked over a set reference period, so their pay becomes more predictable instead of depending entirely on hours offered week to week.
Who qualifies for a guaranteed hours contract?
The right is aimed at workers on zero-hours contracts or arrangements with very low guaranteed hours who have worked a consistent pattern of hours over the reference period set out in regulations, rather than applying to every worker with any variation in their schedule -- the detailed qualifying criteria and reference period length are set through secondary legislation.
How is the number of guaranteed hours calculated?
The guaranteed hours offer is generally based on the average hours actually worked by the individual over the reference period, meaning it reflects a worker's real recent pattern rather than a fixed statutory number -- so someone who regularly worked around 20 hours a week would typically be offered a contract close to that figure.
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Can I stay on a zero-hours contract if I prefer the flexibility?
Yes -- a qualifying worker can choose to decline the guaranteed hours offer and remain on their existing zero-hours or low-hours arrangement if that flexibility suits them better, since the reform is designed to give workers an option rather than force everyone onto a fixed-hours contract against their wishes.
What counts as "reasonable notice" of a shift under the reforms?
The reforms introduce a right to reasonable notice of shifts, meaning employers must give workers sufficient advance warning of when they are needed to work, rather than offering shifts at very short notice with no ability for the worker to plan around other commitments -- the specific notice period is set through regulations rather than a single universal number in the primary legislation.
What happens if a shift is cancelled or cut short at short notice?
The reforms introduce a right to payment when a shift is cancelled, moved, or curtailed at short notice, compensating the worker for the lost earnings and inconvenience of having planned their time around a shift that did not go ahead as arranged, rather than leaving them with no pay at all for the lost hours.
Does the guaranteed hours right apply to agency workers?
The Employment Rights Bill extends broadly equivalent protections to agency workers engaged through zero-hours or low-hours arrangements, recognising that agency staff can face similar unpredictability, though the precise mechanics for agency workers involve the end hirer and the agency and are set out separately in the legislation and regulations.
When do the guaranteed hours reforms take effect?
The guaranteed hours provisions are being phased in as secondary legislation and statutory guidance are finalised following Royal Assent of the Employment Rights Bill, with implementation dates confirmed by government roll-out announcements -- checking gov.uk for the current implementation timetable is the reliable way to confirm exact dates.
Can an employer avoid the guaranteed hours right by rotating staff?
The reforms are designed to look at a worker's actual pattern of hours worked over the reference period, so simply rotating staff to avoid any individual building up a qualifying pattern would not necessarily avoid the underlying obligation, and anti-avoidance provisions are part of the framework -- workers who believe an employer is deliberately avoiding the right can raise this with ACAS or an employment tribunal.
What should I do if my employer will not offer me guaranteed hours I believe I qualify for?
Raise the issue with your employer or HR first, referring to your recorded pattern of hours over the reference period, and if that does not resolve it, contact ACAS for free advice or consider an employment tribunal claim -- keeping your own record of hours worked and shifts offered will help support any claim about your qualifying pattern.
Disclaimer: This guide reflects the Employment Rights Bill guaranteed hours reforms as understood for 2026/27; exact reference periods and notice thresholds depend on secondary legislation still being finalised. This guide is for general information only and is not professional advice. Consult a qualified adviser and refer to gov.uk for current official guidance before relying on any treatment.
