Worker or employee, holiday for irregular hours, working elsewhere, sick pay and what is not law yet.
Describe what has happened. The checker answers only from this guide, plus what you tell it, and says so if something is not covered.
Check My Rights →People in England, Wales or Scotland on zero hours or other casual contracts, where the employer does not have to offer work and pays only for work done. It covers holiday, pay, sick pay, working elsewhere, and your status.
You are likely to be a worker if most of these apply: you occasionally do work for a business; the business does not have to offer you work and you do not have to accept it; your contract uses words like "casual", "freelance", "zero hours" or "as required"; you are under the supervision or control of a manager; and you cannot send someone else to do your work.
You are probably an employee if you have to work regularly unless you are on leave, and you have to do a minimum number of hours and expect to be paid for them.
Workers usually do not get minimum notice, protection against unfair dismissal, the right to request flexible working, time off for emergencies or statutory redundancy pay.
Almost all workers are legally entitled to 5.6 weeks' paid holiday a year. This includes workers on zero hours contracts and workers with irregular hours.
People working irregular hours or part of the year build up ("accrue") leave depending on the hours they have already worked, rather than getting a fixed number of days. That applies to leave years beginning on or after 1 April 2024.
Statutory paid holiday is limited to 28 days a year.
No. Since 26 May 2015, a clause in a zero hours contract that stops you working for another employer, or needs your employer's consent to do so, cannot be enforced against you.
An employee dismissed mainly for breaching such a clause is treated as unfairly dismissed, with no minimum length of service. A worker must not be treated worse for it.
From 6 April 2026, statutory sick pay (SSP) is paid from the first full day of sickness absence, with no minimum earnings. It is £123.25 a week, or 80% of your average weekly earnings if that is lower. Workers may be entitled to it.
The Employment Rights Act 2025 includes new rights for zero hours and low-hours workers, such as a right to be offered guaranteed hours. These are not in force yet. Until they start, today's rules apply.
Speak to your employer first. If that does not work, get advice from Acas, Citizens Advice or your trade union. Before you can make most employment tribunal claims, you must notify Acas to start early conciliation. Your time limit is paused while conciliation runs, but only if you notify Acas within your time limit.
Acas: 0300 123 1100 (Monday to Friday, 8am to 6pm), acas.org.uk. Early conciliation and employment advice.
Citizens Advice (England): 0800 144 8848
Citizens Advice (Wales): 0800 702 2020
Citizens Advice Scotland: 0800 028 1456
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