What are the rules for zero-hours contracts in 2026?
The Employment Rights Bill introduces significant new rights for zero-hours workers, including the right to request guaranteed hours after 12 weeks and the right to reasonable notice of shifts. These changes are being phased in from 2026.
Full answer
Zero-hours contracts (ZHCs) are currently legal in the UK, but the Employment Rights Bill 2025 introduces new rules that significantly change how they work.
New rights being introduced (phased from 2026):
Right to guaranteed hours — After 12 weeks of regular work, zero-hours workers will have the right to be offered a contract reflecting their average hours. Employers don't have to give permanent contracts, but must offer hours that reflect the pattern of work.
Reasonable notice of shifts — Workers must be given reasonable notice of their working hours. The Bill requires employers to give a minimum notice period (expected to be set in regulations) before a shift starts.
Compensation for cancelled shifts — If a shift is cancelled or curtailed with less than the required notice period, the worker is entitled to a payment. The amount and notice period will be set in secondary legislation.
Right to request a stable contract — Workers can request a more predictable working arrangement after a qualifying period.
- Zero-hours contracts themselves remain legal
- Employers can still use them for genuinely casual or irregular work
- Workers on ZHCs still have the same holiday pay, NMW, and health and safety rights as other workers
- Audit your ZHC workforce — who has been working regular hours for 12+ weeks?
- Review your rota management systems to build in proper notice periods
- Update your ZHC template contracts before the changes come into force
This is a significant operational change for hospitality, retail, and social care employers.
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Related questions
What are my obligations when cancelling a zero-hours shift?
Currently there is no statutory minimum notice period for cancelling a zero-hours shift, but the Employment Rights Bill will change this. Once in force, employers must give reasonable notice — and compensation will be owed if shifts are cancelled late.
Can employees claim unfair dismissal from day one now?
Not yet, but the Employment Rights Bill proposes removing the two-year qualifying period for unfair dismissal. A new system with a statutory probationary period (likely 9 months) is planned — but the change hasn't come into force yet.
How do I calculate holiday pay in 2026?
For regular hours workers, holiday pay is a week's normal pay per week of leave. For irregular hours and part-year workers, the law changed in January 2024 — you can now use rolled-up holiday pay at 12.07% of pay, or calculate using a 52-week reference period.