Guaranteed Hours for Zero-Hours Staff: What’s Coming in 2027

What the 2027 zero-hours contract changes are trying to do

The proposed changes are designed to tackle one of the biggest issues with zero-hours work: people can end up with regular, predictable hours in practice without receiving the security that usually comes with them. The government’s aim is to give qualifying workers a clearer route to guaranteed hours where their working pattern shows they are effectively working beyond a truly casual arrangement.

For employers, that means the issue is not whether zero-hours work is being banned. It is whether the system will start requiring businesses to offer more certainty when working patterns become consistent. The detail will sit in secondary legislation, so businesses should focus now on understanding where their current practices may create risk.

What we know so far about guaranteed hours and the reference period

At this stage, the key confirmed idea is that workers who meet the qualifying criteria are expected to have a right to be offered guaranteed hours based on a reference period. That reference period is the measurement window used to assess what hours someone has actually been working, and it will shape who is entitled to what.

The exact length and mechanics of the guaranteed hours reference period are still to be set out. That matters because it will determine how far back employers need to look, how often they need to review patterns, and how quickly they may need to respond when a worker’s hours become regular. For a plain-English overview of the wider legislative direction, read our guide on the new holiday record-keeping duty and what UK employers must keep for how long.

Which employers are most likely to feel the impact

The businesses most likely to feel the impact are the ones that regularly use flexible labour to cover demand swings, absence, or project peaks. That often includes hospitality, retail, care, warehousing, logistics, events, and seasonal businesses. But the real issue is not sector alone. It is the pattern of hours over time.

If a worker on a casual contract is repeatedly covering the same shift pattern, or if managers are informally relying on them as part of the core workforce, those are the kinds of arrangements that may need reviewing. The more predictable the work becomes, the more likely it is that the 2027 changes will matter in practice.

• Hospitality and venue teams using ad hoc shift cover
• Retail businesses with variable footfall or trading peaks
• Care providers and support services needing flexible rotas
• Warehousing and logistics operations with changing demand
• Seasonal employers and project-based teams

What zero hours rights UK employers should already be preparing for

Even though the final text is not all in place, there is still plenty businesses can do now. The most sensible starting point is to review the actual working pattern, not just the contract label. A worker described as zero-hours in a contract may already be working regular hours that tell a different story.

You should also look at whether your contract wording, rota process, and manager habits line up. For example, do managers promise ongoing shifts informally? Are hours recorded accurately? Can you show when a worker accepted or declined work? These issues matter because they affect both compliance and how ready you are when the rules land. If you want support with the practical side of that review, Flora HR offers HR consultancy for small businesses that need clear, workable advice.

• Check whether your contracts reflect actual working arrangements
• Audit rota history and time records for regularity
• Make sure managers know what they can and cannot promise
• Confirm holiday, sick pay, and absence records are accurate
• Review whether agency, casual, and zero-hours arrangements are being used consistently

What businesses should do now before the rules are finalised

You do not need every detail of the legislation to start preparing. In fact, waiting for the last detail is usually what creates the biggest scramble. A practical approach is to map where zero-hours arrangements are used, who is working regularly, and which teams would be hardest to rework if guaranteed hours become necessary.

It is also worth involving whoever owns your HR processes early, whether that is an internal manager or an external partner. Flora HR helps SMEs turn employment law changes into practical actions, from workforce planning to contract updates. If you need broader support beyond this specific issue, take a look at our HR services for growing businesses.

• List every role currently on a zero-hours or casual basis
• Identify workers whose hours look regular over the last few months
• Check whether contracts, policies, and schedules match current practice
• Decide who will review guaranteed-hours triggers once the rules are confirmed
• Prepare a manager briefing so rotas and communications are handled consistently

How Flora HR can help you prepare for zero-hours contract changes 2027

The safest way to approach the 2027 changes is to treat them as a workforce planning issue, not just a legal update. That means reviewing contracts, understanding your actual staffing patterns, and making sure your people processes are ready for a more structured approach to flexible work.

Flora HR supports UK SME owners, founders, and managers with outsourced HR support that is practical, calm, and jargon-free. If you would like help reviewing your zero-hours arrangements before the changes are finalised, please get in touch with Flora HR through our contact page and we can talk through the next steps together.