What are my obligations when cancelling a zero-hours shift?

Cancelling zero-hours shifts at short notice has historically been a grey area — costly for workers, but with limited legal recourse. The Employment Rights Bill 2025 changes this significantly.

• Your contract may include a cancellation notice clause — if so, it's enforceable
• Repeated last-minute cancellations may form the basis of a constructive dismissal claim if the worker can show the working relationship has become untenable
• Workers cannot be treated as 'less favourably' than comparable permanent staff under Part-Time Workers Regulations

What the Employment Rights Bill introduces:

Reasonable notice of shifts — Employers must give workers reasonable advance notice of their working hours. The minimum notice period will be set in secondary legislation (expected to be at least 1–2 weeks).

Cancellation compensation — If you cancel a shift with less than the required notice period, the worker is entitled to a payment. The amount and formula will be set in regulations.

No obligation to offer work, but... — You still don't have to guarantee work, but if you do roster someone and then cancel late, there will be a financial consequence.

What to do now:

• Review your zero-hours contract template to include a reasonable notice clause now — it shows good faith and protects you
• Build in shift cancellation notice periods in your rota management system
• Train managers on the incoming rules so there's no cultural shock when they land
• Audit workers who've been working regular patterns — they may be entitled to guaranteed hours offers under the new 12-week rule

This is one of the Employment Rights Bill provisions most likely to affect day-to-day operations in hospitality, retail, and care.