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🕐 Zero Hours Guide

Zero Hours Contracts: Your Rights in 2026

On a zero hours contract and not sure what you're entitled to? This guide explains what zero hours contracts actually are, what rights you have, what your employer cannot do, and what's changing.

📅 Last reviewed: July 2026📚 Sources: GOV.UK, ACAS, HSE, Citizens Advice🇬🇧 England, Wales and Scotland

This guide covers England, Wales and Scotland. For Northern Ireland, see Zero Hours Contracts in Northern Ireland.

⚖ Know Your Rights at a Glance

🆕 Guaranteed hours regime — coming in 2027, not yet law

The Employment Rights Act 2025 will introduce a duty for employers to offer guaranteed hours to zero-hours workers who work regular patterns. This is expected in 2027 but is not yet in force. Until then, the current rules apply — no guaranteed hours but exclusivity clauses still can't be enforced and all NMW/holiday rights apply.

What is a zero hours contract?

A zero hours contract is an arrangement where an employer does not guarantee any minimum hours of work. You are available to work when called upon but there is no obligation on the employer to offer work, and in some arrangements no obligation on you to accept it.

Despite the name, you still have employment rights. You are a worker (at minimum) with full NMW and holiday rights, whistleblowing protection, and protection from discrimination. Some zero hours workers may actually be employees depending on how the relationship works in practice.

What your employer cannot do

Since 26 May 2015, exclusivity clauses in zero hours contracts have been unenforceable by law. This means:

The clause cannot be enforced against you, so it cannot stop you working for someone else.

Your pay and holiday rights

As a zero hours worker you are entitled to:

Travel time between assignments (not commuting from home) counts as working time for NMW purposes.

Employment status — are you a worker or employee?

Most zero hours workers are legally workers, not employees. But if your working relationship in practice involves regular hours, control by the employer, and mutual obligation (they always offer and you always accept), you may actually be an employee with stronger rights including unfair dismissal protection.

The label on your contract does not determine your status — the courts look at the reality. If you believe you are being misclassified, get advice from ACAS or Citizens Advice.

1
Check for an exclusivity clause

If your contract says you can't work elsewhere, that clause cannot be enforced against you — the law has said so since 2015.

2
Track your hours carefully

Keep your own record of every shift worked, including start and end times. This is your evidence if pay is disputed.

3
Calculate your holiday pay entitlement

Holiday builds up at 12.07% of the hours you work in each pay period (up to 28 days a year). If your employer uses rolled-up holiday pay instead, you get an extra 12.07% of your pay each payday, shown separately on your payslip.

4
Raise underpayment with your employer in writing

If you're not getting NMW or holiday pay, put it in writing and request correction. Keep a copy.

5
Report to the Fair Work Agency

For minimum wage underpayments, report at gov.uk: the Fair Work Agency (operational from 7 April 2026) enforces the minimum wage. Its holiday pay powers are not in force yet.

6
Get advice on your status

If you work regular patterns and believe you may be an employee, contact ACAS or Citizens Advice to explore your options.

Frequently asked questions

Can my zero hours employer stop me working for someone else?
No. Exclusivity clauses have been unenforceable by law since 26 May 2015. Your employer cannot lawfully prevent you working elsewhere.
Do I get holiday pay on a zero hours contract?
Yes — you accrue holiday at 12.07% of hours worked. It can be paid as rolled-up holiday pay, but it must be separately itemised on your payslip.
What if my employer just stops calling me after I raise a complaint?
If you are a worker and suffer detriment (including being given no further shifts) for asserting a statutory right, that is unlawful. Contact ACAS.
Am I entitled to sick pay on a zero hours contract?
From 6 April 2026, statutory sick pay (SSP) is paid from the first full day of sickness absence, with no minimum earnings. Check whether you meet the other qualifying conditions.
Can I get guaranteed hours?
Not yet under current law. The Employment Rights Act 2025 will introduce a duty to offer guaranteed hours but this is not expected until 2027.
What is the 12.07% holiday pay figure?
It represents 5.6 weeks' holiday as a proportion of 46.4 working weeks in a year (52 minus 5.6). For every hour you work, you accrue 12.07% of that hour as holiday pay.
My zero hours contract says I'm self-employed — is that right?
Not if the reality of your working relationship makes you a worker. Courts look at how you actually work, not what the contract says. Get advice if you think you're being misclassified.

📜 Primary Legislation Sources

📞 Free help and support

ACAS: 0300 123 1100

Fair Work Agency: gov.uk

Citizens Advice: 0800 144 8848

⚠ Important disclaimer: This guide covers zero hours contracts across the UK as at July 2026. General legal information only — not legal advice. Verify with ACAS, GOV.UK or Citizens Advice before acting. ukworkrights.co.uk — Not a law firm.

Further reading: our blog explains what rights you actually have on a zero-hours contract.

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