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uk Work & employment crises hours cut at work • reduced hours temporary • short-time working • employer cutting shifts • rota hours reduced • reduced hours no end date • pay reduced because hours cut • told less hours next week • contract change hours • hours cut without consent • lay-off and short-time • fewer shifts offered • employer says downturn • worried about wages drop • reduced hours after maternity • reduced hours after complaint • work hours reduced suddenly • temporary hours reduction

What to do if…
you are told your hours are being reduced as a temporary measure with no end date

Short answer

Pause before agreeing. Ask for the change to be confirmed in writing and check whether your contract allows reduced hours (for example through “short-time working”) before you accept a contract change.

Do not do these things

  • Do not resign “on the spot” or stop turning up — it can weaken your position and your income options.
  • Do not agree verbally to a permanent contract change if you only mean “I’ll try it this week”.
  • Do not sign a new contract/variation letter until you have read it and kept a copy.
  • Do not rely on informal promises like “we’ll put you back up soon” without dates or triggers in writing.
  • Do not assume “temporary” means you must accept it — what matters is what your contract allows and what you agree to.

What to do now

  1. Ask for the proposed change in writing today. Request the new weekly hours (or shift pattern), start date, how rotas will be set, and what would end the “temporary” period (a date, a review point, or a business trigger). Keep screenshots/emails.
  2. Check your contract and any handbook for the employer’s power to cut hours. Look for wording like “short-time working”, “lay-off”, “variation of hours” or a flexibility clause. This is a practical clue to whether they can reduce hours/pay without your agreement.
  3. Reply (in writing) with a holding position. Say you’re not refusing work, you’re seeking clarity, and you’ll continue working your scheduled shifts while you review the proposal. If you do not agree to a permanent reduction, say so plainly.
  4. Make them choose which route they’re using: short-time/lay-off vs contract change. Ask: “Is this short-time working under my contract, or are you asking me to agree to a change to my contractual hours?”
  5. Ask for a consultation meeting and take someone with you if you can. If you’re in a union, contact your rep before the meeting. If not, ask HR for a meeting and take notes (or follow up by email summarising what was said).
  6. If the cut means you’re missing whole working days, check “guarantee pay” eligibility. Statutory guarantee pay can apply in some lay-off/short-time situations where you are not provided with a full day’s work when you would normally be required to work. The statutory maximum is £39 a day for up to 5 days in any 3-month period (worked proportionally for part-time). If this might apply to you, raise it in writing.
  7. If you end up on very low pay for long enough, diarise the redundancy-claim window and get advice before triggering it. If you’re laid off without pay or put on short-time and receive less than half a week’s pay for 4 or more weeks in a row, or 6 or more weeks in a 13-week period, you can potentially apply for redundancy and claim redundancy pay. A key deadline: you generally need to write to your employer to claim redundancy within 4 weeks of the last day of the lay-off/short-time period, and the employer then has 7 days to accept or issue a written counter-notice. Because this can affect your job ending, get advice (ACAS/union/adviser) before you send any formal notice.
  8. Protect your income now, not later. If the reduction will hit essentials, check whether you qualify for Universal Credit (or other support) due to reduced earnings, and contact ACAS for guidance on your options.

What can wait

  • You do not need to decide today whether to leave the job.
  • You do not need to “prove” motives immediately — start a clear written record.
  • You do not need to negotiate every detail now; first get the proposal, your contract position, and a review point in writing.

Important reassurance

It’s common to feel panicky and singled out when hours are cut, especially with “no end date”. Getting the change clarified in writing and checking your contract is not being difficult — it’s a normal, practical step to protect yourself while you keep working.

Scope note

This is first-steps guidance to stabilise the situation and avoid irreversible mistakes. Any next-stage decisions (formal disputes, redundancy claims, tribunal routes) depend on your contract terms and timeline.

Important note

This guide gives general information, not legal advice. Employment rights can vary by contract type (employee/worker), sector, and whether you’re in Great Britain or Northern Ireland. If you’re unsure, get advice from ACAS, your union, or a qualified adviser before you sign anything or resign.

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