The intent behind the measures relating to zero and low hours workers in the Employment Rights Act 2025 is to end one-sided flexibility and "exploitative zero hours contracts". This does not mean there will be an outright ban on them.

Most employers allow employees to self-certify their absence for the first 7 days of sickness, and require a fit note for longer absences. For SSP purposes an employer cannot require an employee to provide a fit note until after seven calendar days of illness. If an employee is absent without a fit note, where they have been sick for more than seven days, the employer may be entitled to withhold either contractual sick pay or SSP. The employer is entitled to require reasonabl

What is changing?

The Working Time Regulations 1998 (SI 1998/1833) specify minimum rest break and daily and weekly rest period entitlements for adult workers aged 18 and over, and for young workers under the age of 18 but above compulsory school age.

Under reg.12(1) of the Working Time Regulations 1998 (SI 1998/1833), adult workers are entitled to a minimum rest break of 20 minutes during any working day that exceeds six hours. Case law has established that workers are entitled to only one 20-minute rest break even where they continue to work for another six hours or longer. However, employers should consider the general health and wellbeing of workers when determining the frequency and length of rest breaks, particularly

All employees with at least two years' continuous service are entitled to written reasons for their dismissal on request. Where dismissal is with notice, the employee can request the statement before the contract comes to an end. Otherwise the request should be made within three months of the effective date of termination, which is the time limit for bringing a claim for unfair dismissal to an employment tribunal.

An employer might need to obtain a medical report on a prospective employee before confirming a conditional job offer for a particular role, where health or fitness is a factor determining the employee's ability to do the job.

Where a worker makes a public interest disclosure (or blows the whistle), the disclosure is protected under the Employment Rights Act 1996 if the worker makes it to:

What steps must an employer take to ensure that a job applicant has the right to work in the UK?

Employers must ensure that term-time workers receive at least their statutory minimum annual leave entitlement. The employer can designate periods during the school holidays to be the term-time worker's annual leave.

An employer can ask a prospective employee to complete a medical questionnaire, but only after it has made them a job offer and only if it complies with data protection requirements.

Working time is defined in the Working Time Regulations 1998 (SI 1998/1833) as: