Zero And Low Hour Contract Compliance

Zero And Low Hour Contract Compliance Review And Transition Programme

If you use zero hour contracts, upcoming legislative changes expected by 2027 may significantly affect how your workforce is structured, managed, and costed. While much of the focus has been on zero hours contracts, low hour arrangements have been brought in to scope, meaning many employers may be more exposed than they realise. At Kea HR we have developed a Zero and Low Hour Contract Compliance Review and Transition Programme to identify affected workers, understand cost implications, and prepare your organisation for the new regime.

A Structured Approach To Preparing Your Workforce

We offer a staged programme designed to help you understand your position now and prepare for change at the right time.

You can start with an initial review or engage with the full programme, with delivery aligned to key legislative milestones.

Phase 1: Workforce Audit And Cost Modelling

Understand your current position and potential exposure.

This phase includes:

• Identification of zero and low-hours workers
• Review of existing contractual arrangements
• Workforce segmentation and risk mapping
• Cost modelling based on likely legislative scenarios

Outcome: A clear understanding of which parts of your workforce may be affected and the potential financial impact.

Phase 2: Contract & Workforce Model Redesign

Prepare your organisation for compliance while maintaining flexibility.

This phase includes:

• Review of existing contracts and terms
• Redesign of contracts to reflect likely legal requirements
• Development of a consistent and compliant workforce model
• Creation of updated contract templates

Outcome: A compliant, consistent, and operationally effective approach to managing zero and low-hours workers.

Phase 3: Communication & Implementation Support

Ensure a smooth and controlled transition.

This phase includes:

• Workforce communication planning
• Manager guidance and briefing materials
• Support with consultation (where required)
• Implementation planning and rollout support

Outcome: Changes are implemented clearly and effectively, minimising disruption and workforce risk.

Who this is for

This programme is particularly relevant for organisations that:

• Use zero-hours contracts
• Employ staff on low guaranteed hours (e.g. under 8 hours per week)
• Have variable or demand-led workforce models
• Operate in sectors such as retail, hospitality, care, logistics, or education

Why act now?

Although changes are not expected to take effect until 2027, early preparation allows you to:

• Understand potential cost implications in advance
• Avoid rushed or reactive contract changes
• Plan a structured transition over time
• Maintain flexibility while improving compliance
• Flexible delivery to suit your organisation

You can:

• Start with Phase 1 to assess your position
• Progress to later phases as legislation becomes clearer
• Or engage us for the full programme, with delivery staged over time

Next steps

Start with a Workforce Audit

If you would like to understand whether your organisation is likely to be affected, we recommend starting with a Workforce Audit and Cost Modelling review.

Discuss the full programme

If you are already considering how to prepare for these changes, we can work with you on a full transition plan aligned to your organisation and timeline.

Get in touch to arrange an initial discussion.