WHAT CHANGED DBT is consulting on regulations for guaranteed hours, reasonable shift notice, and payments when shifts are cancelled, moved or curtailed at short notice. The Act is not yet in force; implementation is expected in 2027 after consultation and regulations. The consultation closes 25 August 2026 at 22:59 UTC.
WHY IT MATTERS TO NORTHSTAR Northstar has approximately 2,400 shift-based workers. Around 15% work variable hours, and Operations estimates approximately 400 roles could be materially affected. The main exposure is reduced flexibility and higher cost in seasonal, variable-demand and shift-based operations. Agency workers are also covered by default, with hirers potentially required to make guaranteed-hours offers.
PROVISIONAL PA APPROACH Support fair worker protections, but seek targeted and workable rules: a proportionate hours threshold; sufficiently long reference periods; recognition of genuine seasonal or temporary need; practical treatment of agency workers; clear exceptions for worker-led changes and exceptional disruption; and implementation time, guidance and reliable information-sharing. This is consistent with Northstar’s approved position and red lines.
EVIDENCE The government’s central illustrative scenario uses a 16-hour guaranteed-hours threshold, 12-week initial and 26-week subsequent reference periods, a 28-hour threshold for shift rights, two weeks’ presumed reasonable notice, three days’ short notice and 50% short-notice payment. These are modelling assumptions, not final policy. Government estimates direct employer costs across the package at £350m–£2.9bn annually, with significant uncertainty and some double counting.
DECISION NEEDED Approve continued preparation of a formal response, subject to HR, Operations, Finance and Legal evidence and final senior approval. No response has been submitted externally.