Upcoming Changes to Seasonal Work Contracts in the UK: What You Need to Know
Key changes to seasonal contracts
As of May 2025, significant reforms are underway in the UK’s employment landscape, particularly affecting seasonal and temporary work contracts. These changes stem from the Employment Rights Bill (ERB), introduced by the Labour government, aiming to enhance workers’ rights and job security. While the bill seeks to address exploitative practices, it has raised concerns among employers about potential impacts on seasonal hiring.
What are the changes impacting seasonal workers?
Key Changes Impacting Seasonal Work:
Guaranteed Hours for Regular Workers:
Employers will be obligated to offer contracts that reflect the actual hours worked by employees over a reference period, typically 12 weeks. This move targets zero-hours contracts, ensuring workers receive predictable schedules and income.Day-One Employment Rights:
All workers, including seasonal staff, will gain rights such as protection against unfair dismissal, sick pay, and flexible working options from their first day of employment. This change aims to provide immediate job security and benefits to all employees.Restrictions on Fixed-Term Contracts:
The ERB introduces presumptions against using fixed-term contracts for roles that are also performed by permanent employees. This measure could limit the flexibility employers have in hiring temporary staff during peak seasons.Compensation for Shift Cancellations:
Employers will be required to provide reasonable notice for shifts and compensate workers for last-minute cancellations or changes. This provision ensures that workers are not left without income due to sudden schedule alterations.Extension to Agency Workers:
The rights and protections outlined in the ERB will also apply to agency workers, ensuring they receive the same benefits and job security as directly employed staff.
Implications for Employers:
While these reforms aim to improve working conditions, employers express concerns about increased administrative burdens and reduced flexibility in managing seasonal workforce needs. Industries heavily reliant on temporary staff, such as agriculture, hospitality, and retail, may need to adjust their hiring practices and workforce planning strategies
Looking Ahead:
The Employment Rights Bill is currently progressing through Parliament, with many provisions expected to take effect in 2026. Employers are advised to stay informed about these changes and begin reviewing their employment contracts and staffing models to ensure compliance and adapt to the evolving legal landscape.