New Rights for Zero-Hours Workers 2027

Zero-hours contracts have always divided opinion.

For some businesses, they provide essential flexibility. For some workers, they offer freedom. For others, they create uncertainty.

The changes coming in 2027 are an attempt to rebalance that.

The goal is not to remove flexibility in the workplace, but to make sure it works both ways.

What does “guaranteed hours” actually mean?

This is the first question most employers ask.

It does not mean every zero-hours worker suddenly gets fixed hours.

Instead, it means that if someone is regularly working a consistent pattern over time, they should be offered a contract that reflects that reality.

In other words, if the work is predictable, the contract should be too.

How will this be measured?

The expectation is that employers will look back over a reference period, likely around 12 weeks.

If a worker has consistently worked similar hours during that time, they may be entitled to a guaranteed hours offer.

This puts a spotlight on something many businesses already know but do not formally recognise.

A lot of zero-hours workers are not truly variable. They are effectively working regular shifts.

Do workers have to accept guaranteed hours?

No.

This is an important point.

Workers can choose to remain on a zero-hours arrangement if they prefer flexibility.

The intention is to give people more security where they want it, not to remove flexibility entirely.

What about shift changes and cancellations

This is the second major area of change.

Employers will be expected to give reasonable notice of shifts, as well as notice of cancellations or changes.

Where shifts are cancelled at short notice, there may be a requirement to compensate workers.

This is aimed at addressing situations where individuals rely on expected income that suddenly disappears.

Why is this a challenge for employers

For businesses that rely heavily on flexible staffing, this creates a shift in thinking.

You will need to:

• understand working patterns more clearly

• track hours accurately

• plan staffing more carefully

What used to be informal now needs to be structured.

What happens if you ignore zero-hours changes

This is not just about compliance.

Workers will have the right to raise complaints, including through employment tribunals.

More importantly, ignoring these changes can damage trust within your workforce.

If employees feel their working patterns are not being recognised fairly, it can lead to disengagement and turnover.

How should businesses prepare

Start by looking at what is actually happening in your business.

Not what contracts say, but what people are really working.

• Are there individuals who work the same shifts every week?

• Are there patterns that have become permanent without being formalised?

These are the areas to focus on.

This is about balance

The conversation around zero-hours contracts often becomes polarised.

These changes are trying to find a middle ground.

Flexibility still exists, but it needs to be fair.

For employers, that means being more aware of how flexibility is used.

Bringing it back to your business

You do not need to overhaul everything overnight.

But you do need to understand your workforce.

👉 If you need help reviewing contracts or preparing for these changes, Swan HR provides HR support in Kent to help you stay compliant and confident.

Resources: GOV.UK