The Act grants workers the right to request a predictable work pattern, allowing for more reliable hours and income. This initiative marks a significant move towards fairer work practices, addressing longstanding concerns about the unpredictability that zero-hours contracts impose on employees.

How do these changes affect zero-hours contracts?
Zero-hours contracts have allowed employers to offer work without setting specific working hours, often leading to uncertainty and instability for workers. By introducing the Workers (Predictable Terms and Conditions) Act, the government aims to bring balance to this system, reducing the “one-sided flexibility” that previously favoured employers. This change gives an employee some power back to gain control over their schedules and financial stability.

What the Right to a Predictable Working Pattern Covers:

• Total Hours Worked: No more guessing games! Workers can seek clarity on how many hours they’ll be clocking in.
• Scheduled Days and Times: Specific days and times make it easier to plan life around work.
• Contract Duration: This applies to both long-term contracts and short-term contracts under 12 months, giving workers the flexibility they need!

This groundbreaking right extends to both zero-hours and agency workers, ensuring broad protections across various employment types.

Here’s some finer details to consider:

Eligibility: If an employee has worked for a minimum of 26 weeks, they’re in!

Employer’s Responsibility: Employers must take these requests seriously. They are required to follow a structured process and will only be able to deny a request for business reasons. Remember, an employee has the right to appeal the decision if a request is turned down.

Access to Employment Tribunal: Should a worker face dismissal or similar treatment after making a request, they can raise the matter at an Employment Tribunal. This significant change ensures fairness and working rights are protected.

Alongside all of these advancements, the government is considering further protections for zero-hours workers; financial penalties for last-minute shift cancellations and a right to reasonable notice of working hours may appear in due course. These potential reforms aim to improve stability and address the uncertainties workers face with zero-hours contracts.

Employers utilising zero-hours contracts should read the details to prepare for these changes or speak to an HR expert. Employers must set up a clear process for handling predictable hours requests, ensuring compliance with the new regulations and supporting a fair work environment. Businesses should also prepare to provide legitimate, documented reasons if a request is declined to display empathy and build trust in their teams.

A More Balanced Labour Market
The Workers (Predictable Terms and Conditions) Act is a significant shift toward a balanced labour market where mutual flexibility benefits both employers and workers. By empowering workers with the right to request predictable hours, the law aims to reduce the stress and instability often tied to zero-hours contracts, helping create a work culture that values stability, fairness, and respect.

The new legislation reflects the government’s commitment to ensuring flexible work arrangements benefit everyone involved. This move promises a more balanced, respectful workplace where flexibility and predictability thrive.

As employees gain the right to request stable hours after 26 weeks, now is the time to ensure your contracts align with new expectations. Our HR experts can help you navigate these changes and create a fair work environment. Contact us now!