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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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). For 2024/25:
| Age | Minimum hourly rate |
|---|---|
| 21 and over (National Living Wage) | £11.44 |
| 18–20 | £8.60 |
| 16–17 | £6.40 |
| Apprentice | £6.40 |
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 advice about your specific situation
Ash is a free UK guidance assistant. Ask about your rights, get step-by-step guidance, and generate a formal letter if you need one.
Talk to Ash — it's freeNo sign-up · No account · Works for England, Scotland, Wales & Northern Ireland