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Employment Rights Act Factsheet: Fixed-Term Contracts, Zero-Hours Arrangements & Casual Worker Agreements

Schools and trusts often rely on fixed-term contracts, zero-hours arrangements and casual worker agreements to cover temporary demand, specialist delivery and short-notice staffing gaps. Under the Employment Rights Act, these arrangements remain available, but the risk increases where regular working patterns develop and the paperwork does not reflect how work is actually carried out.

From 2027, workers on zero-hours or low-hours terms who regularly work beyond their guaranteed hours are expected to gain rights to guaranteed-hours offers. Employers will also need to manage reasonable notice of shifts and potential compensation where shifts are cancelled, moved or cut short at short notice.

This report includes:

• How guaranteed-hours offers may affect zero-hours and low-hours staff
• Why regular working patterns may create risk for exam invigilators, peripatetic teachers, wrap-around care staff and lunchtime supervisors
• Why the label “casual worker” will not decide employment status on its own
• How changes may interact with unfair dismissal protection from January 2027
• Why fixed-term contract expiry is still a dismissal requiring a fair reason and fair process
• Practical steps to audit contracts, track hours, review scheduling processes and consider alternative contract models