Most UK employers unprepared for employment rights act scheduling rules, research finds 

Most UK employers may be unprepared for new scheduling and compensation requirements introduced by the Employment Rights Act 2025, according to new research from workforce management platform UKG. 

A survey of more than 2,000 UK employees found that 64 per cent of frontline workers still receive shift updates through informal channels, such as email, text messages, messaging apps, paper rotas or verbal communication. These methods provide no clear audit trail, potentially leaving employers exposed to compliance risks as new employment protections take effect. 

The legislation is intended to strengthen job security and fairness for workers, including those on zero-hours contracts. It introduces rights to guaranteed hours, reasonable notice of shifts and compensation when shifts are cancelled at short notice. 

Despite these changes, many organisations continue to rely on outdated scheduling practices. One third of frontline workers said they receive rota updates through WhatsApp, text messages or email, while a further 26 per cent said updates are communicated verbally or posted physically in workplaces. 

Russell Howe, group vice president EMEA at UKG, said organisations relying on manual systems may struggle to meet the new requirements. 

“Our study provides the first real indicator of employer preparedness as the Employment Rights Act is phased in. Organisations using modern scheduling and workforce management platforms will be best positioned to adapt to the changes, maintain compliance and build employee trust,” he said. 

“Those relying on spreadsheet rotas and ad hoc communications will struggle to ensure accurate compensation for last-minute changes. They will face compliance challenges and fall behind their competitors in business performance and recruiting.” 

The research also highlights significant gaps in compensation practices. Only 23 per cent of shift workers surveyed said they receive compensation when shifts are cancelled with short notice, suggesting many employers will need to revise policies once the legislation is fully implemented. 

The findings also point to a potential gender gap. Among respondents, 29 per cent of men reported receiving compensation for short-notice shift changes, compared with 17 per cent of women. 

Employee expectations around scheduling transparency are also shifting. Nearly six in 10 frontline workers said at least one week’s notice should be provided for schedule changes, while more than a quarter said they would prefer two weeks or more. 

In the past six months, 26 per cent of workers said their shifts had been changed or cancelled with less than seven days’ notice at least sometimes. 

Howe said the legislation could act as a catalyst for employers to modernise workforce management practices. 

“The Employment Rights Act should push organisations to finally retire paper rotas and fragmented communications,” he said. “Organisations using workforce tools that provide real-time visibility, predictive scheduling and robust audit trails are able to plan further ahead and offer employees the stability they want.” 

For employers across frontline sectors, including retail, hospitality, logistics and manufacturing, the shift may require significant changes to workforce planning systems. However, clearer scheduling practices could also help improve trust, fairness and stability for employees, factors closely linked to workplace wellbeing and engagement.