Zero Hours Contracts: Rights You May Not Know You Have
Zero-hours contracts, where an employer is not obliged to offer work, and you're not obliged to accept it, have become widespread in the UK. Many people on these contracts don't realise they still have significant employment rights. You are likely a 'worker' (if not an employee), and workers have strong statutory protections. This guide explains what you're entitled to.
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England, Scotland, Wales & Northern Ireland.
Employment status, employee, worker, or self-employed?
Your rights depend on your employment status. Most people on zero-hours contracts are workers, not employees, but the label your employer uses does not determine your legal status.
- National Living Wage
- Paid annual leave (5.6 weeks)
- Rest breaks
- Protection from unlawful deductions
- Whistleblowing protection
- Pension auto-enrolment (if eligible)
- All worker rights, plus:
- Unfair dismissal protection (after 2 years)
- Statutory redundancy pay (after 2 years)
- Statutory sick pay
- Maternity/paternity/adoption leave
- Flexible working requests
Holiday pay on zero-hours contracts
All workers, including those on zero-hours contracts, are entitled to 5.6 weeks of paid annual leave per year. For irregular hours workers, holiday entitlement and pay is now calculated differently following 2024 reforms:
- ✓Holiday entitlement accrues at 12.07% of hours worked in each pay period
- ✓Holiday pay must reflect your average pay over the previous 52 working weeks
- ✓Rolled-up holiday pay (adding a percentage to your hourly rate instead of paying when you take leave) is now lawful for irregular hours workers
- ✓You should be clear on whether your pay includes rolled-up holiday pay or whether it's paid separately
- ✓Even if you've never taken any leave, you're entitled to be paid for accrued leave when your contract ends
National Living Wage and minimum wage
Every hour you work must be paid at least the National Living Wage (or National Minimum Wage for under 21s). From April 2026:
| Age | Minimum hourly rate |
|---|---|
| 21 and over (National Living Wage) | £12.71 |
| 18 to 20 | £10.85 |
| 16 to 17 | £8.00 |
| Apprentice | £8.00 |
The ban on exclusivity clauses
Exclusivity clauses, which prevented zero-hours workers from working for other employers, are unlawful and cannot be enforced. You have the right to:
- ✓Work for multiple employers simultaneously
- ✓Not be penalised for working elsewhere
- ✓Be protected from detriment or dismissal for refusing to agree to an exclusivity clause
Right to request predictable working hours
The Workers (Predictable Terms and Conditions) Act 2023 introduced a right for workers on zero-hours contracts (or short fixed-term contracts) to request a more predictable working pattern after 26 weeks of service.
- ✓You can make up to 2 requests per year
- ✓The request must be for a more predictable working pattern (e.g. regular set hours or days)
- ✓Your employer must consider the request and respond within 1 month
- ✓They can refuse on certain business grounds but must give reasons
- ✓You have a right not to be subjected to detriment for making a request
Get instant help right now
A Citizens Advice appointment can take weeks. Our free assistant is available 24/7 with no appointment, giving you clear, step-by-step answers about your exact situation, what to do next, and the deadlines that matter.
Need to take action? It can draft a ready-to-send formal letter for you (optional, from £4.99).
England, Scotland, Wales & Northern Ireland.
Frequently asked questions
What rights do zero hours workers have?
Zero hours workers are classed as 'workers' (not employees) and are entitled to: National Living Wage, paid annual leave (5.6 weeks pro-rata), rest breaks, protection from discrimination, and protection against unlawful deduction from wages. They do not have the right to request flexible working or statutory redundancy pay unless they also have employee status.
Am I entitled to holiday pay on a zero hours contract?
Yes. You accrue holiday at 12.07% of the hours you work. Since April 2024, holiday pay for irregular hours workers must be calculated using an accrual method, 12.07% of hours worked in each pay period, rather than the previous rolled-up holiday pay method. Your employer must clearly show how holiday pay is calculated on your payslip.
Can my employer stop me working for other employers on a zero hours contract?
No. Exclusivity clauses in zero hours contracts are banned under the Employment Rights Act 1996 (as amended). An employer cannot contractually prevent a zero hours worker from working for another employer. Any such clause is unenforceable, and it is illegal to dismiss or penalise a worker for ignoring it.
Is a zero hours worker the same as a self-employed person?
No. Zero hours workers are workers in employment law, not self-employed. The key difference is that a worker works under the direction of the business and cannot substitute someone else to do their work. Self-employed people run their own business and typically take on projects for multiple clients. Misclassification as self-employed is unlawful and can be challenged at tribunal.
What National Minimum Wage rate applies to zero hours workers?
The same National Living/Minimum Wage rates apply regardless of contract type. From April 2026: £12.71 per hour for age 21+, £10.85 for ages 18 to 20, £8.00 for ages 16 to 17 and apprentices. If you are paid less than these rates, you can report your employer to HMRC or bring an unlawful deduction from wages claim at tribunal.
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