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Last updated: 22 April 2025
In this guide, we’ll break down what open shifts really are, how they work, and why they’re a game-changer (when used right) for modern workforce management.
What are open shifts?
Open shifts are exactly what they sound like—shifts that need to be filled, but no one’s been assigned yet. Think of them as gaps in your schedule just waiting for the right employee to step in.
Instead of manually chasing someone to cover, open shifts let you post available work hours so staff can volunteer or claim them—usually through a rota or scheduling app.
A quick example 👇
Let’s say your café suddenly needs extra cover for a Saturday shift. Rather than texting your whole team one by one, you post the shift as “open.” Staff get notified and can pick it up if they’re free. Done.
Why it matters now more than ever
With new UK regulations on the horizon around predictable scheduling and shift notice periods (yep, the Employment Rights Bill is coming!), open shifts can help:
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Avoid last-minute rota panic
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Stay flexible while keeping employees happy
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Encourage self-service and autonomy
⚠️ Important note on compliance:
If you’re relying heavily on open shifts to fill your rotas last minute, you’ll want to start offering more notice and consistency—or risk clashing with upcoming rules on shift cancellations and notice periods.
Open shifts vs assigned shifts: what's the difference?
If you’re still juggling spreadsheets or scribbling on whiteboards, the idea of “open shifts” might sound a bit abstract. To clear it up, here’s a side-by-side comparison with assigned shifts—so you can see when each one makes sense and how they impact your rota strategy:
Feature |
Open shifts |
Assigned shifts |
Who chooses the shift |
Employee volunteers or claims it |
Manager assigns it directly |
Flexibility |
High – gives staff more control |
Lower – staff must follow set rota |
Notice period |
Varies – depends when shift is posted |
Usually set in advance |
Useful for |
Filling gaps, busy periods, extra cover |
Fixed roles, regular weekly hours |
Best managed through |
Scheduling apps or workforce tools |
Rota templates or automated scheduling |
Risk of non-compliance |
Higher if overused or posted too late |
Lower if planned with proper notice |
Open shifts can be a lifesaver when used strategically—but they shouldn’t be your entire staffing plan. As UK employment laws tighten around scheduling rights, a balance between flexibility and predictability is the sweet spot.
Which industries use open shifts
Open shifts are especially handy in industries where demand changes often and staffing needs can pop up last minute. If your business deals with fluctuating workloads, unpredictable foot traffic, or staff availability that varies week to week—open shifts could be your best mate.
Here are some of the top sectors where open shifts shine:
🛍️ Retail
🍽️ Hospitality
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From pubs to hotels to food trucks—hospitality runs on ever-changing customer flows.
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Open shifts help fill in for sick leave, event bookings, or short-notice cover.
🏥 Healthcare & social care
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Rotas in care homes, clinics, and hospitals change frequently.
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Open shifts help cover urgent absences while giving part-time staff more control.
🏗️ Warehousing & logistics
🎓 Education (support roles)
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Think supply staff, lunchtime cover, and after-school clubs.
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Great when schools need quick staffing without rewriting the whole rota.
Legal considerations for using open shifts
Open shifts might be great for flexibility, but if you’re not careful, they can land you in hot water—especially with new legal changes rolling in. Here’s what you need to know to stay on the right side of the law (and keep your team happy too).
Predictable scheduling and the Employment Rights Bill
The UK’s Employment Rights Bill, expected to come into force in 2026, is a game-changer. It’s aimed at tackling unstable work hours and giving staff more certainty. Key changes that affect open shift practices include:
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Reasonable notice for shift changes:
You’ll need to give employees enough warning before assigning or changing shifts. No more same-day rota swaps unless it’s an emergency.
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Compensation for last-minute cancellations:
If you cancel a shift at short notice, you may need to pay compensation—even if the shift was never formally accepted.
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Right to request predictable hours:
After 26 weeks of service, employees can ask for more predictable schedules, including regular start/end times and fixed days.
What this means for open shifts:
You’ll need to make sure that open shifts are:
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Posted with enough notice
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Not used to avoid giving stable contracts
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Not cancelling shifts without proper cause or pay
Contractual clarity
If you use zero-hours or casual contracts, you must be crystal clear about:
Not doing so risks claims of implied employment rights, like regular hours becoming expected, even if you say otherwise in writing.
Discrimination and fairness
Be mindful of who gets offered open shifts. If the same people always get priority, or some staff are consistently left out, it could lead to:
Use fair systems—like first-come-first-served or rota rotation—to give everyone a fair shot.
How Shiftbase helps you manage open shifts with less stress
Between last-minute changes, endless WhatsApp messages, and juggling everyone's availability, things can spiral fast.
That’s where Shiftbase comes in. It’s a workforce management tool that makes handling open shifts (and your entire rota, really) far easier and more organised.
Here’s how it helps:
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Use our employee scheduling tools to post open shifts directly in your digital rota
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Let employees view and claim shifts from anywhere, via app or desktop
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Track who’s working when with built-in time tracking
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Avoid conflicts and burnout with smart absence management that syncs with your schedule
No more “Can someone cover tonight?” chaos. Just smart, flexible scheduling that works for you and your team.
🎉 Try Shiftbase free for 14 days and see how it transforms your rota game: Start your trial
No credit card. No stress. Just better scheduling.
Your work schedule in one central place!
Disclaimer
Please note that the information on our website is intended for general informational purposes and not as binding advice. The information on our website cannot be considered a substitute for legal and binding advice for any specific situation. While we strive to provide up-to-date and accurate information, we do not guarantee the accuracy, completeness and timeliness of the information on our website for any purpose. We are not liable for any damage or loss arising from the use of the information on our website.