The British Retail Consortium (BRC) has warned that proposed changes to employment law could reduce access to flexible work across the UK retail sector, as the government consults on guaranteed hours rules under the Employment Rights Act.
The industry body says poorly designed reforms risk limiting the availability of part-time roles that millions of workers depend on for income and work-life balance.
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The intervention comes as ministers consider how to define “low-hours” contracts, how to measure working hours over time, and how employers can adjust shifts under new rules.
Retailers say these decisions will determine whether flexible jobs remain widely available or become more rigid and harder to offer.
Flexible work demand
New polling commissioned by the BRC suggests that flexibility is a decisive factor in employment choices. According to YouGov research, 67% of part-time workers said they took their job because it offered flexibility around commitments such as childcare, study, or caring responsibilities.
The figure rises to 80% among part-time workers with children under 18, underlining the importance of adaptable schedules for working parents.
As BRC chief executive Helen Dickinson noted, flexibility is not optional for many workers:
“For many workers, that flexibility isn’t a ‘nice to have’ — it’s what makes employment possible.”
The findings highlight how flexible employment continues to shape labour participation, particularly for groups balancing multiple responsibilities.
Retail’s part-time workforce
Retail remains one of the UK’s largest sources of flexible employment. The sector supports nearly three million jobs, with more than half (57.8%) of retail roles classed as part-time, significantly above the national average.
The BRC argues that retail’s operating model depends on responding to fluctuating customer demand, which varies across weeks and seasons. Employers typically increase staffing during peak periods such as Christmas and sales events, then reduce hours when demand falls.
Helen Dickinson said retailers “cannot guarantee” extra hours year-round, adding:
“Retailers need to offer those additional hours when demand is there, but they cannot guarantee them all year round.”
Industry representatives warn that if temporary demand peaks are converted into permanent contractual obligations, businesses may reduce the number of additional hours offered to workers.
Policy concerns over guaranteed hours
The government’s consultation on guaranteed hours forms part of wider employment reforms intended to improve job security for low-hours and casual workers. However, the BRC has cautioned that the proposals could unintentionally restrict flexibility if not carefully designed.
Key questions under review include how low-hours contracts should be defined, how working hours should be calculated over time, and how shift patterns can be changed.
Retail stakeholders argue these technical decisions will have significant practical consequences for staffing models across the economy.
The BRC also links the issue to broader labour market challenges, including youth employment. It notes that more than one million young people aged 16 to 24 are currently not in education, employment or training, suggesting that flexible retail work plays an important entry-level role.
The organisation’s position is that overly rigid rules could reduce the number of available hours rather than improve job security, particularly in sectors where demand is variable and seasonal.
Balancing security and flexibility
The debate over guaranteed hours reflects a wider policy tension in the UK labour market: improving stability for workers while maintaining flexibility for both employees and employers.
Retail stakeholders argue that flexibility supports groups such as students, carers, parents, and older workers who rely on adaptable schedules to remain in employment.
At the same time, policymakers are seeking to reduce insecurity associated with unpredictable working hours.
As consultations continue, the outcome is likely to shape how flexible work is structured across one of the UK’s largest employment sectors, with potential implications beyond retail for hospitality, logistics, and other service industries.
