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Once a guaranteed-hours contract is accepted, the Bill provides no route —not even a limited one—for employers to respond if there is a significant change or shift in their operational circumstances. This means that if, for example, there is a sudden downturn in demand, overstaffing, a change in trading patterns or the loss of a major customer, the employer is, in effect, locked into an obligation that no longer matches the economic reality that they have to face.