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1. This is guidance — and only ever guidance

Everything produced by ukworkrights.co.uk is general guidance. It is not legal advice. It is not a substitute for advice from a qualified solicitor. Never treat it as the final word — use it as a starting point, then check and take responsibility for any action you take.

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The guidance is generated by artificial intelligence. AI can and does make mistakes — wrong dates, wrong figures, wrong legal references, missed nuances. Read everything carefully. If the matter is serious, get it checked by ACAS, Citizens Advice, or a qualified solicitor before acting on it.

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6. Useful Official Resources

  • ACAS — Free employment advice: 0300 123 1100 — acas.org.uk
  • Citizens Advice — Free legal guidance: 0800 144 8848 — citizensadvice.org.uk
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  • ICO — Data protection queries: 0303 123 1113 — ico.org.uk
  • Financial Ombudsman — Financial disputes: 0800 023 4567 — financial-ombudsman.org.uk
  • Energy Ombudsman — Energy disputes: ombudsman-services.org/energy
  • NHS — Healthcare guidance: nhs.uk
  • Veterans UK: 0808 1914 218
  • Benefits helpline: 0800 169 0310

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🚴 Gig Economy Rights Checker

Check Your Gig Economy Rights

Describe your gig work situation and get instant plain English guidance on your employment status and rights — holiday pay, minimum wage, sick pay and more. Verified against GOV.UK.

ℹ️

Free to use: Run any checker and read your full results — no account needed. Register free to download your results as a PDF report and access the Letters generator.

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What gig economy situation do you need guidance on?

Describe your situation and we'll check your rights as a gig worker

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Tip: Include which platform you work for, how your work is organised, whether you can send a substitute, and what issue you are facing for the clearest answer.

📍 Where are you based?
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Quick Examples
⚖️ Am I a worker or self-employed? ▼
💷 Minimum wage rights ▼
🌴 Holiday pay entitlement ▼
🚫 Account deactivated ▼
🏥 Sick pay rights ▼
🚗 Expenses and costs ▼
⭐ Unfair rating system ▼
📋 Exclusivity clause ▼

Include how long you have worked there, what happened, and what you need to know.

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Free · No data stored · Guidance only, not legal advice

↓ Your results will appear below

Analysing your situation...

Checking against current UK employment law

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Your Gig Economy Rights Summary

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⚠️ Important: This is general guidance only — not legal advice. Our legal data is verified against GOV.UK and ACAS. Always verify important information before making decisions.

📎 Verify your rights at official sources:
· GOV.UK Employment Status — Worker · ACAS — Employment Status · Citizens Advice — Employment Status · Employment Tribunals — GOV.UK

For complex situations contact ACAS on 0300 123 1100 or a qualified employment solicitor.
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Employment status is one of the most important and most misunderstood areas of UK employment law. Your status determines your rights, your tax obligations and what your client owes you.

The three employment statuses:

  • Employee — works under a contract of employment, has full rights including unfair dismissal protection, statutory redundancy pay and sick pay.
  • Worker — broader category including many gig economy workers. Entitled to National Minimum Wage, holiday pay and protection from unlawful deductions.
  • Self employed — fewest statutory rights. Responsible for own tax. No entitlement to holiday pay or sick pay from the client.
⚖ Key point: Your employment status is determined by the reality of your working arrangements — not just what your contract says. Recent tribunal cases involving Uber, Deliveroo and Pimlico Plumbers established that many people classified as self employed are actually workers.

📎 gov.uk/employment-status · acas.org.uk/employment-status

IR35 determines whether a contractor working through a limited company should be taxed as an employee. If your contract falls inside IR35 you pay broadly the same tax as an employee but without the employment rights.

Key factors HMRC considers:

  • Substitution — can you send someone else to do the work in your place?
  • Control — does the client control how, when and where you work?
  • Mutuality of obligation — is the client obliged to offer work and are you obliged to accept it?
📎 gov.uk — Check Employment Status for Tax · gov.uk/ir35

All workers are entitled to 5.6 weeks of paid annual leave under the Working Time Regulations 1998. For a full-time worker working 5 days a week this equals 28 days. Part-time workers are entitled to 5.6 weeks pro-rated to their working pattern.

A common employer mistake is paying holiday pay at basic salary only. Following a series of Employment Tribunal and Supreme Court decisions, holiday pay must reflect your normal remuneration — including regular overtime, commission, and other regular allowances. If you regularly work overtime that is genuinely required and not truly voluntary, it must be included in your holiday pay calculation.

If you believe your holiday pay has been underpaid you can bring a claim to the Employment Tribunal for unlawful deductions from wages within 3 months of the underpayment. You can claim for underpayments going back up to 2 years.

📎 gov.uk/holiday-entitlement-rights · ACAS holiday guidance

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