Partially. The Act has received Royal Assent and is now law. However, most of its provisions are not yet in force. They will be implemented in stages across 2026 and 2027 via commencement orders. The only substantive change in force immediately is the repeal of the Strikes (Minimum Service Levels) Act 2023 provisions.

No immediate changes are legally required today (other than being aware of the strikes-related repeal). However, employers should be reviewing contracts and policies now so they are ready for phased implementation, particularly in relation to: hours of work sickness absence dismissal and performance management variable or zero-hours arrangements Leaving this until changes are live significantly increases risk.

Based on current government guidance and legal commentary (subject to confirmation): April 2026 (expected): Sick pay reforms, day-one family leave rights, whistleblowing changes, Fair Work Agency October 2026 (expected): Fire and rehire restrictions, sexual harassment prevention duties, tribunal time limit changes 2027 (expected): Reduced unfair dismissal qualifying period, changes linked to unfair dismissal compensation, guaranteed/predictable hours reforms Exact dates will be confirmed through commencement regulations.

The government has indicated that: The unfair dismissal qualifying period is expected to reduce from two years to six months The unfair dismissal compensation cap may be removed However: These changes are not in force yet The government has committed to publishing an impact assessment before implementing the compensation cap removal Further consultation is expected These reforms are currently expected in 2027, not 2026.

This is one of the most common questions — and one of the areas where detail is still emerging. What we do know: The Act introduces new rights aimed at tackling exploitative zero-hours and highly variable working arrangements Workers are expected to gain a right to request a guaranteed or more predictable working pattern Employers will need to consider and respond to such requests in a structured way There will be protections linked to short-notice cancellation of shifts, including potential compensation What we don’t yet know: Exactly who will qualify (e.g. length of service thresholds) How often requests can be made The precise grounds on which employers can refuse How compensation for cancelled shifts will be calculated What we can say confidently: This is not an outright ban on zero-hours contracts It will require employers to justify unpredictability, rather than rely on it by default Further detail will come through consultation and secondary legislation These changes are currently expected in 2027

No. Zero-hours contracts are not being banned outright. Instead, the focus is on: reducing one-sided flexibility increasing predictability where work patterns are regular in practice giving workers the right to challenge ongoing unpredictability Employers who can objectively justify variable hours (for genuine business reasons) are likely to retain flexibility — but informal or unmanaged arrangements will be riskier.