Right to Request a Predictable Working Pattern: A Complete UK Guide for 2026/27
If your hours, days or contract length are unpredictable, you may be able to formally request a more stable working pattern. This guide explains who qualifies, how the process works, and how it fits alongside the wider zero-hours reforms.
The right to request a predictable working pattern lets a qualifying worker or employee formally ask their employer for a change to make their working pattern more predictable — this might mean requesting fixed days each week, a minimum guaranteed number of hours, more notice of shifts, or a defined end date on a fixed-term or temporary contract. It was designed to help workers on zero-hours or short-hours arrangements, and those on temporary contracts, gain more certainty over their income and time.
Who Can Apply
Both employees and workers can apply, including agency workers, provided they have worked a qualifying minimum period with the same employer and their existing working pattern lacks predictability in terms of the hours or days worked, or the duration of their contract. Unlike some other statutory employment rights that require two years of continuous service, this right was designed with a shorter qualifying period in mind, reflecting the reality that workers on unpredictable patterns often have shorter or interrupted service records.
Vs Flexible Working Requests
Flexible working requests (available to most employees from day one) are about changing where, when or how you work — for example working from home, compressed hours, or different start and finish times, generally within an existing predictable pattern. A predictable working pattern request is specifically about the predictability itself — the number of hours, which days, and how long a contract lasts — and is targeted at workers whose core pattern is uncertain rather than workers who simply want to rearrange an already-stable schedule.
Vs Guaranteed Hours Reform
The Employment Rights Bill introduces a separate right for regular zero-hours and low-hours workers to be offered a contract reflecting the hours they have consistently worked over a reference period, alongside reasonable notice of shifts and payment for shifts cancelled at short notice. That guaranteed hours duty is employer-led — the employer must proactively offer guaranteed hours to eligible workers. The predictable working pattern right is worker-led — you make the request yourself. The two rights are designed to complement each other as the wider zero-hours contract reforms are phased in.
When Employers Can Refuse
Employers can only refuse a request on specified business grounds, which broadly mirror the flexible working refusal grounds, such as:
The burden of additional costs
An inability to reorganise work among existing staff, or to recruit additional staff
Insufficiency of work during the periods the worker proposes to work
A planned structural change to the business
A detrimental effect on quality, performance, or the ability to meet customer demand
How to Make a Request
A request should be made in writing, setting out the change you are seeking, your current working pattern, and evidence of why it lacks predictability — for example a record of the actual hours or shifts you have worked over recent months. Your employer must consider the request and respond within a set statutory decision period, giving reasons if refused. Requests are usually limited to a maximum number within a rolling 12-month period.
Protection from Detriment
It is unlawful for an employer to dismiss you, select you for redundancy, or otherwise subject you to a detriment because you made, or proposed to make, a request for a predictable working pattern. If an employer mishandles your request — for example by not responding within the timeframe, basing a refusal on incorrect facts, or wrongly treating the request as withdrawn — you may be able to bring a claim to an employment tribunal.
What is the right to request a predictable working pattern?
It is a statutory right that lets qualifying workers, including agency and zero-hours workers, formally ask their employer for a more predictable pattern of work — for example fixed days, fixed hours, or an end date to a fixed-term contract — where their current arrangement lacks predictability in terms of hours, days, or duration.
Who can make a request?
Workers and employees who have worked a qualifying period with the same employer (broadly a minimum service requirement designed to establish a track record of hours actually worked) can apply. Agency workers can generally make a request either to the agency or to the hirer, depending on the circumstances. You do not need to have worked continuously for years — the qualifying period is intended to be relatively short compared with other statutory employment rights.
How is this different from flexible working requests?
A flexible working request is about changing where, when or how you work (such as working from home, compressed hours, or different start and finish times) and is available to most employees from day one. A predictable working pattern request is specifically about the predictability of hours, days and contract duration, and was designed particularly with zero-hours and short-hours workers in mind, though it is available more broadly to workers with unpredictable patterns.
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How does this interact with the guaranteed hours reform in the Employment Rights Bill?
The Employment Rights Bill introduces a separate, stronger right for regular zero-hours and low-hours workers to be offered guaranteed hours reflecting the hours they actually work, plus reasonable notice of shifts and compensation for shifts cancelled at short notice. The predictable working pattern right sits alongside this: guaranteed hours creates an employer-led offer duty, while the predictable working pattern right is a worker-led request mechanism, and the two are intended to work together as the wider zero-hours reforms take effect.
Can my employer refuse my request?
Yes, but only on specified statutory business grounds, similar in structure to the flexible working refusal grounds — for example the burden of additional costs, an inability to reorganise work among other staff, insufficiency of work during the periods the worker proposes to work, or a planned structural change to the business. The employer must give a written response within a set decision period.
How many requests can I make?
The right is generally limited to a maximum number of requests within a rolling 12-month period, mirroring the general structure of the flexible working request rules, to prevent repeated requests placing an unreasonable administrative burden on employers.
What happens if my employer ignores my request or does not follow the correct process?
If an employer fails to deal with a request in a reasonable manner, does not notify you of the decision within the statutory timeframe, wrongly treats the request as withdrawn, or bases a refusal on incorrect facts, you may be able to bring a claim to an employment tribunal, which can order the employer to reconsider the request and/or award compensation.
Does this right apply to agency workers?
Yes. Agency workers with a track record of an unpredictable working pattern can typically request a more predictable pattern, and depending on the specific rules and their situation, the request may be directed at the agency or the end hirer, reflecting the shared responsibility both parties can have for the worker's pattern of work.
Will making a request affect my job security?
It is unlawful for an employer to dismiss you, select you for redundancy, or subject you to a detriment because you have made, or proposed to make, a request for a predictable working pattern. If you believe you have suffered a detriment for this reason, you should seek advice, including from ACAS, as soon as possible.
How do I make a request?
Requests are usually made in writing, explaining the change you are seeking (such as fixed days, a minimum number of hours, or a set end date), the working pattern you currently experience, and why you believe it lacks predictability. Keeping a clear record of your actual worked hours and shift patterns over recent months strengthens your case and helps your employer assess the request.
Disclaimer: Employment Rights Bill provisions are being phased in and precise thresholds and dates may change before implementation; check GOV.UK for the current position. This guide is general information, not legal advice. Always seek independent professional or ACAS advice for your specific situation.
