The Government has published further information on planned reforms to zero-hours and similar contracts as part of the Employment Rights Act 2025. While the detailed regulations are still being developed, the changes are intended to provide workers with greater security and predictability while maintaining flexibility where it is valued by both employers and workers.
The proposed reforms are particularly relevant to the adult social care sector, where flexible working arrangements are commonly used to respond to changing care needs and fluctuating demand.
You may want to start thinking about what changes you will need to put in place prior to this possibly becoming law.
Key changes being introduced
The reforms centre on three new rights for qualifying workers:
- A right to guaranteed hours based on the hours regularly worked during a reference period.
- A right to reasonable notice of shifts and any changes to those shifts.
- A right to compensation where shifts are cancelled, curtailed or moved at short notice.
Under the proposals, eligible workers on zero-hours contracts, and some workers on contracts with very low guaranteed hours, may be entitled to an offer of guaranteed hours reflecting their actual working patterns. Workers will retain the option to decline a guaranteed hours offer if they prefer the flexibility of their current arrangements.
Why this matters for Adult Social Care
Flexible staffing arrangements have long been a feature of social care services, particularly in domiciliary care. Sector data indicates that around 21% of adult social care workers in England were employed on zero-hours contracts in 2024/25, with higher use in some care settings and job roles.
Care providers should begin considering how the reforms could affect:
- Workforce planning and rostering practices.
- Shift notification processes.
- Employment contract arrangements.
- Financial planning around potential compensation payments for late schedule changes.
- Recruitment and retention strategies.
Although the reforms are not yet in force, the Government is currently consulting on how the new rights will operate in practice, including reference periods, eligibility rules and notification requirements.
Stay Informed
Providers are encouraged to familiarise themselves with the proposals and consider the potential operational implications for their services.
Read the Government factsheet on zero-hours contract reforms here: View the Government factsheet
HCPA will continue to monitor developments and share updates as further guidance and implementation timescales become available.