Zero-Hours Contracts: New Rights to Predictable Hours - What Employers Need to Know

Are you using zero-hours contracts in your business? If so, significant changes are coming that will affect how you manage your workforce. New legislation is giving workers on zero-hours contracts the right to request more predictable hours. Here's what you need to know to stay compliant and support your staff.

The Change:

Workers on zero-hours contracts, and those on low-hours contracts who regularly work beyond their guaranteed hours, can now request a contract that reflects their average hours worked over a 12-week period. This aims to provide greater stability and financial security for workers in sectors like hospitality and care.

What This Means for Employers:

• Be Prepared for Requests: You must consider requests for predictable hours carefully and respond within a set timeframe.

• Audit Your Workforce: Understand how many of your staff are on zero-hours contracts and the potential impact of these changes.

• Review Your Contracts: Ensure your contracts are up-to-date and compliant with the new legislation.

• Provide Reasonable Notice: You will also need to provide reasonable notice for shift changes or cancellations, further impacting scheduling practices.

  
  

Why It Matters:

Failure to comply with these new regulations can lead to legal challenges and damage your reputation. More importantly, offering predictable hours can boost employee morale, reduce staff turnover, and improve productivity.

People and Compliance Can Help:

Navigating these changes can be complex. We offer practical, jargon-free advice to help you understand your obligations and create a fair and compliant workplace. Contact us today for a consultation.