Shift work, especially nights and irregular hours, is associated with higher risks of sleep problems, stress and poorer mental health. In hospitality, where peaks are predictable but volatile, these risks are amplified if rotas move at the last minute.
The government has undertaken a consultation process to understand the impact of good shift practices, the results of which highlighted the impact of last-minute changes on pay, family life and mental wellbeing. In particular, there was a distinct gap between employers who plan rotas, and the experience of many other hourly workers where rotas were inconsistent or changed rapidly.
The resulting Government’s Employment Rights Bill, due to be introduced early this year is reshaping how shifts are offered, changed and cancelled for employees, including agency workers. Ministers have confirmed employers will now need to give reasonable notice of shifts and proportionate pay when shifts are cancelled, curtailed or moved at short notice. “We are turning the tide with the biggest upgrade to workers’ rights in a generation,” said Angela Rayner, Deputy Prime Minister, when the Bill moved forward in March 2025.
The first wave of measures is set to begin from April 2026, with detailed rules on guaranteed hours and predictable shifts not expected until 2027. UKHospitality welcomed the clarity on sequencing while warning that costs will bite. “Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force are essential,” said Kate Nicholls, Chief Executive, adding that changes on guaranteed hours and shift predictability are the “most complex for hospitality businesses” and need a long runway.
Preparing your business for implementation
Map typical notice periods across your sites – Identify roles with heavy last-minute changes and design alternatives, such as standby teams with clear compensation rules.
Plan your rota processes – Build in lead times for issuing schedules and set a standard for what counts as reasonable notice for your business format. The legislation will require you to justify last-minute changes and to pay compensation when you can’t. Pilot a seven or fourteen-day rota release and measure no-show and overtime impacts.
Track actual hours worked – If an employee regularly works the same shift pattern, you’ll soon be expected to offer a contract that reflects those hours. The new rules will require proof of what’s typical for each worker, so tracking actual shifts becomes essential. The Government has indicated that staff will have the right to more predictable schedules, and businesses could face penalties if their working patterns are inconsistent without good reason.
Budget for short-notice costs
Factor in a contingency for cancelled shifts and curtailed hours once the compensation rules switch on. The hospitality sector is already struggling with cost pressures, and although trade bodies continue to press for proportionate implementation, planning for compensation costs will help your business through the period of transition.
Update contracts and staff handbooks
Align zero-hours and variable-hours templates with the new framework, including any agency arrangements.
Train managers
Your supervisors will put your business at risk if they shuffle rotas on the fly. Written reasons and a clear audit trail will matter should claims reach tribunals.
