{"id":48353,"date":"2026-03-04T01:29:47","date_gmt":"2026-03-04T01:29:47","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?p=48353"},"modified":"2026-03-04T01:29:53","modified_gmt":"2026-03-04T01:29:53","slug":"zero-hour-contract-changes","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/zero-hour-contract-changes\/","title":{"rendered":"Zero Hour Contracts in 2026: What Employers Need to Know About New Restrictions and Worker Rights"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" 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9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Zero Hour Contracts in 2026: What Employers Need to Know About New Restrictions and Worker Rights<\/h1><\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><\/div>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2026-03-04T01:29:53+00:00\">Mar 4, 2026<\/time>\n<\/p>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-full is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1080\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract.webp\" alt=\"A smiling mature man in a black polo shirt kneeling to stock canned goods on a supermarket shelf.\" class=\"wp-image-48355\" style=\"aspect-ratio:16\/9;object-fit:cover;width:864px\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract.webp 1920w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Zero-Hour-Contract-440x248.webp 440w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">Zero hour contracts have long been a key part of the UK workforce, offering businesses the flexibility to adjust staffing levels according to demand. But as expectations around fairness and predictability grow, the zero hours contract is evolving and so are the legal obligations attached to it.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Due to the <a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-rights-act-2025-employer-compliance-guide\/\">Employment Rights Act 2025<\/a>, the use of zero hour contracts is changing. This means that employers must balance operational flexibility with compliance, ensuring that workers\u2019 rights are respected while maintaining efficient business operations.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We\u2019ll dive into the latest changes, what they mean for businesses and practical steps businesses can take to get prepared.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is a zero hour contract<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A zero hour contract is a type of employment arrangement where an employer is not obliged to provide a minimum number of working hours and usually the individual is not required to accept every shift offered (although some zero-hours contracts place a requirement on the worker accepting every shift they are required to work). In simple terms, the zero hours contract centres on flexibility and work is offered as and when it is needed, rather than being guaranteed in advance.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These contracts are commonly used in sectors where demand can fluctuate, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Hospitality<\/li>\n\n\n\n<li>Retail<\/li>\n\n\n\n<li>Healthcare&nbsp;<\/li>\n\n\n\n<li>Events<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Zero hour contracts are particularly useful for <a href=\"https:\/\/employmenthero.com\/uk\/resources\/casual-worker-contract-agreements\/\">casual work<\/a>, seasonal peaks or on-call roles where businesses need access to a pool of workers without committing to fixed hours.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers, zero hour contracts can make it easier to manage staffing levels and control labour costs. For workers, they can offer the freedom to choose when and how often they work, which can be beneficial for students, carers or those seeking supplementary income. However, this flexibility must be balanced with fair treatment and compliance with employment law, especially as expectations and regulations continue to evolve.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key changes to zero hour contracts in 2027<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The UK is entering a period of significant reform for zero hour contract arrangements, with new restrictions designed to improve predictability and strengthen worker protections. While zero hours contracts are not being banned, the way they are used&nbsp; and the responsibilities attached to them are changing substantially.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here\u2019s everything employers need to keep in mind when it comes to the changes around zero hour contracts.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Guaranteed hours for regular workers<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">One of the most important developments from the Employment Rights Act 2025 introduces a new duty on employers to offer guaranteed hours to individuals working regular patterns on zero hours or low hours contracts.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">From 2027 (a date still to be set), employers will be required to:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Assess the actual hours worked over a reference period (expected to be around 12 weeks).<\/li>\n\n\n\n<li>Offer a contract that reflects those regular hours.<\/li>\n\n\n\n<li>Repeat this process at the end of each reference period unless or until the worker is offered sufficient guaranteed hours to meet the threshold that will be set by future regulations.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Workers can choose to accept or refuse the offer, but the obligation to make the offer remains ongoing. The rules will also apply to agency workers, with responsibility shared between the hiring business and the agency.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This marks a major shift from purely flexible arrangements to a system where consistent working patterns create an entitlement to greater certainty.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In applicable cases it may be possible to engage workers on fixed-term contracts whereby they are offered a set number of guaranteed hours for a set period of time. When the contract terminates the employer will then be able to engage them on a separate fixed-term contract with a lower number of guaranteed hours. But this will only be possible where this arrangement is deemed reasonable, e.g. where there is a genuine business need to engage individuals in this way.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Wider reforms under the Employment Rights Act<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Alongside guaranteed hours, broader reforms under the UK\u2019s employment law changes are reinforcing the expectation that zero hour contract employee rights must include:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Fair notice of shifts.<\/li>\n\n\n\n<li>Reasonable compensation for late cancellations.<\/li>\n\n\n\n<li>Greater transparency in working arrangements.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Together, these measures are designed to address the long-standing concern of \u201cone-sided flexibility,\u201d where businesses benefit from variable hours but workers carry most of the risk.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What\u2019s in effect vs what\u2019s coming for zero hour contracts<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As the legal framework evolves, employers must understand the difference between current obligations in 2026 and new requirements coming into force from 2027 onwards under the Employment Rights Act 2025. Preparing early is essential to avoid compliance risks and ensure a smooth transition.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Area<\/strong><\/td><td><strong>What\u2019s in effect in 2026<\/strong><\/td><td><strong>What\u2019s coming in 2027 and onwards<\/strong><\/td><\/tr><tr><td>Use of zero hour contracts.<\/td><td>Zero hour contracts remain legal and widely used across sectors with fluctuating demand.<\/td><td>Still permitted, but subject to tighter regulation and increased employer responsibilities.<\/td><\/tr><tr><td>Guaranteed hours.<\/td><td>No legal obligation to offer guaranteed hours, even if a worker regularly works the same pattern.<\/td><td>Employers must assess hours worked over a reference period (likely 12 weeks) and offer a contract reflecting regular hours where applicable.<\/td><\/tr><tr><td>Shift notice.<\/td><td>No universal statutory minimum notice period, though best practice encourages reasonable notice.<\/td><td>New expectations for fair and reasonable notice of shifts will be formalised.<\/td><\/tr><tr><td>Cancelled shifts.<\/td><td>No automatic entitlement to compensation unless contractually agreed.<\/td><td>Workers may be entitled to compensation or protections if shifts are cancelled at short notice.<\/td><\/tr><tr><td>Worker protections.<\/td><td>Workers are already entitled to core statutory rights such as National Minimum Wage, paid leave and rest breaks.<\/td><td>Stronger protections against one-sided flexibility, including clearer rights around scheduling and treatment.<\/td><\/tr><tr><td>Agency workers on zero hours.<\/td><td>Rights depend on existing agency worker regulations.<\/td><td>Agency workers to be included in guaranteed hours rules, with shared responsibility between agency and employer.<\/td><\/tr><tr><td>Employer obligations.<\/td><td>Focus on correct worker status, fair treatment and basic employment law compliance.<\/td><td>Increased duty on employers to monitor hours, offer predictable work and demonstrate fair scheduling practices.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Worker rights under the new legislation<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As the changes draw closer to coming into effect, zero hour contract employee rights are becoming clearer, stronger and more enforceable. While these arrangements still allow for flexibility, workers engaged on zero hours or low hours contracts are entitled to a growing set of protections designed to ensure fair treatment, predictable income and job security.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Right to guaranteed hours<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Under the Employment Rights Act 2025, workers who regularly work consistent hours over a reference period will gain the right to be offered a contract reflecting those hours. This gives individuals the option to move away from fully variable schedules where their working pattern has, in reality, become stable. Importantly, workers can choose whether to accept or decline the offer, allowing them to retain flexibility if that suits their circumstances.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Protection from unfair treatment and dismissal<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Zero hours workers are protected against unfair or detrimental treatment for asserting their rights.. As with other workers, they are also protected under UK law from discrimination&nbsp; reinforcing that flexible status does not mean they do not have any legal protections.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Access to core employment rights and benefits<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Individuals on zero hour contracts are still entitled to key statutory rights, including:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><a href=\"https:\/\/www.gov.uk\/national-minimum-wage-rates\" target=\"_blank\" rel=\"noreferrer noopener\">National Minimum Wage<\/a> and paid annual leave.<\/li>\n\n\n\n<li>Rest breaks and working time protections.<\/li>\n\n\n\n<li>Protection from discrimination and harassment.<\/li>\n\n\n\n<li>Where applicable, <a href=\"https:\/\/www.gov.uk\/statutory-sick-pay\" target=\"_blank\" rel=\"noreferrer noopener\">Statutory Sick Pay<\/a> (where eligibility criteria are met).<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Depending on their employment status and length of service, they may also qualify for additional rights such as redundancy pay or family-related leave.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How these rights are evolving<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Recent reforms mark a clear shift from \u201con-demand labour\u201d towards fair, predictable flexibility. The introduction of guaranteed hours, stronger protections around scheduling and clearer rights for agency and casual workers all signal a more balanced approach \u2014 one that supports both business needs and worker wellbeing.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers, this means understanding not just how to comply with the rules, but how to create working arrangements that respect these rights in practice.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Practical steps for employers<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As zero hour contract regulations evolve, proactive preparation is essential for UK SMEs. It\u2019s important to recognise that businesses that rely on flexible or <a href=\"https:\/\/employmenthero.com\/uk\/resources\/recruit-the-best-talent-during-peak-seasons\/\">seasonal labour<\/a> can maintain operational agility while staying compliant by taking the following steps:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Conduct a workforce audit<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Review all zero hour and low hours contracts across your business. Although we do not yet know the threshold for when someone will be deemed a \u201clow hours worker\u201d, review all your staff working on a casual basis as they may have the right to be offered guaranteed hours under the Employment Rights Act 2025. Monitoring actual hours worked over time helps you understand compliance obligations and reduce risk.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Update contracts and policies<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Ensure contracts and HR policies reflect current and upcoming legal requirements. Remove outdated exclusivity clauses and (in advance of the changes to the law) clarify shift scheduling, notice periods and cancellation procedures. Clear, transparent policies protect both the business and your workforce.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Monitor hours and working patterns<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Even before the full legal changes take effect in 2027, 2026 is a critical preparation year. During this time, businesses should:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Review their use of zero-hour contracts.<\/li>\n\n\n\n<li>Track working patterns carefully.<\/li>\n\n\n\n<li>Prepare systems to record hours accurately.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Early preparation ensures that when the guaranteed hours requirements come into force, your business can offer hours appropriately and comply with evolving obligations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Leverage technology for compliance<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Use workforce management tools to simplify scheduling, hours tracking and <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hr-compliance-calendar\/\">HR compliance<\/a> reporting. Automation reduces administrative burden, supports consistent decision-making and ensures fair treatment of workers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Train managers and HR teams<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Managers and HR staff should understand when guaranteed hours offers must be made, how to communicate them, and how to handle refusals. Training ensures fair treatment and reduces the risk of complaints or tribunal claims.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">6. Plan ahead for regulatory updates<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Stay alert to further guidance on reference periods, minimum thresholds, and agency worker obligations. Strengthening workforce planning now allows for smooth implementation of changes and avoids last-minute compliance challenges.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Navigating zero hour contracts in 2026 and beyond<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Zero hour contracts will continue to play a role in UK workforce planning, but 2026 marks a turning point. With new legal requirements around guaranteed hours, shift notice and worker protections, businesses can no longer rely on flexibility alone,&nbsp; compliance is now equally critical.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">By auditing contracts, updating policies, monitoring hours, training managers and communicating proactively with employees, HR leaders and business owners can maintain operational agility while respecting zero hour contract employee rights. Proactive preparation not only reduces legal risk but also strengthens employee trust and engagement, positioning your organisation to thrive in a more balanced and predictable flexible working environment.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Feeling unsure about navigating these changes? 91±¬ΑΟ\u2019s <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">HR Advisory<\/a> service provides expert guidance and support, helping businesses stay compliant, implement best practice and turn new zero-hour contract regulations into an opportunity for growth.<\/p>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">FAQs<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1772529904641\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1772529904641\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is a zero hour contract in the UK?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">A zero hour contract is an employment arrangement where the employer is not obliged to guarantee a set number of hours and the worker is usually not required to accept all shifts offered. These contracts are commonly used in sectors with fluctuating demand, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Hospitality<\/li>\n\n\n\n<li>Retail<\/li>\n\n\n\n<li>Healthcare<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This style of employment provides flexibility for both employers and workers.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1772529904652\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1772529904652\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Are zero hour contracts banned in 2026?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">No, zero-hour contracts are not banned. However, reforms introduced in 2025 which will take effect in2027 are tightening regulations to ensure fairness, predictability and stronger protections for workers. Businesses must comply with rules on guaranteed hours, notice periods and other employee rights.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1772530012765\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1772530012765\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the new law for a zero-hours contract?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Act 2025 requires employers to offer guaranteed hours to workers who regularly work consistent patterns over a reference period (likely 12 weeks). Employers must also provide reasonable notice of shifts and ensure fair treatment, while workers retain the choice to accept or decline guaranteed hours.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1772530021207\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1772530021207\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Do zero hour workers have rights to guaranteed hours?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">From 2027 workers on zero-hours contracts or those who are only guaranteed a low number of hours (number still to be set in future regulations) must be offered guaranteed hours based on the hours they have previously worked. This right aims to provide more certainty for those whose work patterns have effectively become stable.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1772530031112\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1772530031112\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can zero hour workers refuse shifts?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">Generally yes.. Workers on zero-hour contracts can choose whether to accept or decline shifts offered to them, unless their contract says otherwise.&nbsp;<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1772530041246\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1772530041246\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens if a shift is cancelled at short notice?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">New reforms emphasise that workers should receive reasonable notice of shifts. Where shifts are cancelled at short notice, employers may be required to provide compensation or alternative arrangements, depending on the circumstances and the worker\u2019s rights under the law. Future regulations will provide further clarity on what counts as reasonable notice.&nbsp;<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is a zero hour contract in the UK?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>A zero hour contract is an employment arrangement where the employer is not obliged to guarantee a set number of hours and the worker is usually not required to accept all shifts offered. These contracts are commonly used in sectors with fluctuating demand, such as:<\/p><ul><li>Hospitality<\/li><li>Retail<\/li><li>Healthcare<\/li><\/ul><p>This style of employment provides flexibility for both employers and workers.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Are zero hour contracts banned in 2026?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>No, zero-hour contracts are not banned. However, reforms introduced in 2025 which will take effect in2027 are tightening regulations to ensure fairness, predictability and stronger protections for workers. 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This right aims to provide more certainty for those whose work patterns have effectively become stable.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can zero hour workers refuse shifts?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Generally yes.. Workers on zero-hour contracts can choose whether to accept or decline shifts offered to them, unless their contract says otherwise.&nbsp;<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens if a shift is cancelled at short notice?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>New reforms emphasise that workers should receive reasonable notice of shifts. Where shifts are cancelled at short notice, employers may be required to provide compensation or alternative arrangements, depending on the circumstances and the worker\\u2019s rights under the law. Future regulations will provide further clarity on what counts as reasonable notice.&nbsp;<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<style>\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\n.eh-faq__container {flex-direction:column!important;}\n@media screen and (min-width: 1441px) {\n    .eh-faq__content {\n       max-width: 904px!important;\n        min-width: 715px!important;\n    }\n}\n.eh-faq {padding:0px 0px 24px 0px!important;}\n\n\n.custom-table {\n  display: block;\n  overflow-x: auto;\n}\n\n.custom-table table tr:first-child th,\n.custom-table table tr:first-child td {\n  border: 1px solid #000 !important;\n  background-color: #7623d7 !important; \n color: #ffffff !important;\n  text-align: left;\n  padding: 10px;\n\n}\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-50792 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" >Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">The Employment Rights Act 2025 fundamentally restricts fire and rehire in the UK. Understand what's changing, when it takes effect&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50755 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Fair Work Agency vs HMRC: What&#8217;s Different For Employers\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" >The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">The Fair Work Agency has replaced HMRC for employment rights. Understand the split, what's changed for holiday pay and SSP,&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50767 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Collective Redundancy and the Employment Rights Act: What Changes for UK Employers\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" >Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">The Employment Rights Act 2025 has doubled the penalty for missed collective consultation. Find out what's changed, what's coming and&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The Employment Rights Act 2025 is changing zero hour contracts. Read our 2026 guide for UK employers on guaranteed hours, shift notice, and worker rights.<\/p>\n","protected":false},"author":430,"featured_media":48355,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"8 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","footnotes":""},"categories":[287],"tags":[],"resource-type":[157],"topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-48353","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/48353","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/430"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=48353"}],"version-history":[{"count":5,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/48353\/revisions"}],"predecessor-version":[{"id":48365,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/48353\/revisions\/48365"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/48355"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=48353"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=48353"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=48353"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=48353"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=48353"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=48353"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=48353"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=48353"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=48353"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=48353"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=48353"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=48353"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=48353"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=48353"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}