Workers (Predictable Terms and Conditions) Act 2023
The Workers (Predictable Terms and Conditions) Act 2023 gives workers and agency workers the right to request a more predictable working pattern after 26 weeks of service.
Who is affected: Workers on variable hours contracts (including zero-hours), agency workers, and employers in Great Britain
What Changed
The Act inserts new provisions into the Employment Rights Act 1996 giving eligible workers and agency workers the right to make a formal request for a more predictable working pattern — for example requesting fixed hours, fixed days, or a fixed-term contract — after 26 weeks of continuous service with the same employer or hirer. Workers may make two applications in any 12-month period. Employers must deal with a request within one month and may only refuse on one of a limited set of statutory grounds, such as the burden of additional costs or detrimental impact on performance. Employees have a right not to be subjected to a detriment for making a request, and can complain to an employment tribunal if the employer fails to follow the statutory process.
What To Do
Employers should update their HR policies to include a procedure for handling predictable working pattern requests and train line managers on the statutory grounds for refusal. Workers on zero-hours or irregular contracts who have worked for the same employer for 26 weeks should be aware of their new entitlement and can submit a written request specifying the pattern they are seeking. Note that the Act requires implementation regulations that had not yet been made as of mid-2025; check the current commencement date on legislation.gov.uk.