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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 verified: July 2026📚 Sources: GOV.UK, ACAS, HSE, Citizens Advice🇬🇧 Applies across the UK
⚖ Know Your Rights at a Glance
Exclusivity clauses are void by law since 26 May 2015 — your employer cannot stop you working for someone else.
NMW applies: You must be paid at least the National Minimum Wage for every hour actually worked.
Holiday pay: You accrue 5.6 weeks' holiday entitlement — for irregular hours it's calculated at 12.07% of hours worked.
Guaranteed hours coming in 2027: Under the Employment Rights Act 2025, employers will have a duty to offer guaranteed hours — but this is not yet in force.
You are a worker (or possibly an employee) — not self-employed — and have all the rights that come with that status.
Rolled-up holiday pay is permitted for irregular-hours workers, provided it is separately itemised on each payslip.
🆕 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 remain void and all NMW/holiday rights apply.
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What is a zero hours contract?
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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 void by law. This means:
Your employer cannot prevent you from working for other employers
Your employer cannot require you to be available when they have no work to offer you
Dismissal or detriment for working elsewhere is unlawful
This is not just "unenforceable" — the clause is void. You can ignore it.
Your pay and holiday rights
As a zero hours worker you are entitled to:
The National Minimum Wage for every hour actually worked (£12.71/hour age 21+, from April 2026)
Holiday pay at 12.07% of hours worked — this can be paid as rolled-up holiday pay, separately itemised on your payslip each time you are paid
A payslip for each payment
Protection from unlawful deduction from wages
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 your exclusivity clause is void
If your contract says you can't work elsewhere, you can ignore that clause — it is void by law 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
12.07% of total hours worked = your holiday pay entitlement. Check your payslips show this being paid separately.
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 NMW or holiday pay underpayments, report at gov.uk. The Fair Work Agency (operational from 7 April 2026) enforces these rights.
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.
🕐 Check Your Zero Hours Rights
Describe your zero hours situation and get guidance on your rights.
Can my zero hours employer stop me working for someone else?
No. Exclusivity clauses have been void 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?
If you are a worker and earn at least the NMW, SSP applies from day one of sickness (from April 2026). Check whether you meet the 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.
⚠ 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.
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