Ten questions every temporary recruitment agency should be able to answer before the new guaranteed-hours, shift-notice and cancellation-payment rules take effect in 2027. Download the free checklist and find your gaps while there's still time to fix them.
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The Employment Rights Act 2025 is law, and its scheduling rights — guaranteed-hours offers, reasonable notice of shifts, and payments for shifts cancelled, moved or cut short at short notice — extend to agency workers. They're expected to take effect during 2027, with the detail still being decided in a government consultation that closes 25 August 2026.
You can't be “compliant” yet, because the regulations aren't final. But you can be ready — and readiness is mostly about the records and data you start capturing this year. This checklist turns the legislation into ten practical questions about your own desk.
Walk into a management meeting and say exactly where your agency stands: which data you can already produce, which records you're missing, and the handful of things to fix before 2027 arrives. It takes about ten minutes to work through.
Not legal advice. This checklist is a general readiness aid for temporary recruitment agencies in England, Scotland and Wales; employment law is devolved in Northern Ireland. The Employment Rights Act 2025 sets the framework, but important detail — eligibility, thresholds, reference periods, notice periods, payment amounts, exceptions and commencement — remains subject to regulations not yet published. Verify your position with a qualified employment-law adviser and the official guidance on GOV.UK and Acas.
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