How can employers prepare themselves for the predictable hours legislation?

The Workers (Predictable Terms and Conditions) Act

The new law allows all workers, including those on zero-hours contracts, to legally request a predictable working schedule if they meet specific eligibility requirements.

If their current working schedule lacks certainty regarding their working hours, and times, or if they are employed on a fixed-term contract for less than a year, employees can formally apply to modify their working pattern to make it more predictable.

If a request falls under one of the valid reasons for refusal, such as the burden of additional costs or a negative impact on customer demand, it may be denied.

For employees to request more predictable working hours, they must have worked for at least 26 weeks, although this requirement is subject to confirmation.

Despite recent calls for increased work flexibility for employees, this new right seems to contradict those efforts, which led to legislative changes for flexible working requests.

What do employers need to know?

When employers receive requests for predictable working patterns, they must follow a similar process as they would for flexible working requests. However, there is a significant difference.

Employers must respond to requests for predictable working patterns within one month, soon to be two months under proposed legislation changes.

Zero-hour contracts

The upcoming legislation on employee rights may affect certain employers more than others, particularly those who employ workers on zero-hours contracts.

However, it is crucial for all employers to stay informed about the new laws and make sure their employees are aware of their rights before they come into effect.

When will the law be implemented?

Acas is developing a code of practice for managing requests, with implementation expected in about a year.

The draft of this code is scheduled to be released for public consultation in the upcoming autumn season.

Once the consultation period has ended, the code will be finalised and published before the act and any secondary legislation come into effect.

Kate Palmer, HR Advice and Consultancy Director at Peninsula recommends that employers evaluate their requirements and communicate with their employees in a timely manner regarding consistent work schedules.

Free HR advice with Employers Direct

As the cost of living continues to rise, employers with zero-hours contract workers may receive an increase in requests for predictable working patterns.

To ensure job security and a regular income, it’s crucial for employers to prepare for this by reviewing current policies and making necessary changes to comply with new legislation.

We provide free support if you’re an employer and need advice on HR issues. We offer 24/7 help to guide you through the process.

Please speak to one of our HR and employment law advisors free at 0800 152 2287 or fill in the form here to request a callback.