🔧 This checker is having issues — our team has been notified. Please try again or check back later.
⚖ Important — Please Read Before Continuing
Scroll to the bottom to accept the disclaimer and access the tool
Scroll down to read the full disclaimer before accepting
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.
2. AI can make mistakes
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.
3. Verified figures and guidance sources
Statutory figures (such as rates for minimum wage, SSP, redundancy, pension contributions, council tax bands, flight compensation amounts, and benefit rates) are verified against GOV.UK, ACAS, Citizens Advice, and relevant regulatory bodies. Laws and rates change regularly. Always verify important figures at gov.uk before making decisions or taking action.
4. What happens to what you type
The situation you describe is sent to Anthropic, the provider of the AI model that writes your guidance. Anthropic is based in the United States, so your text is transferred outside the UK under the safeguards set out in our Privacy Policy. Anthropic acts on our instructions and does not use your text to train its models. It deletes the text automatically within 30 days, unless its safety systems flag it for possible misuse, in which case it can be kept for up to 2 years. We do not store the text you type once your session ends. The report written for you is kept for up to 90 days so we can check its accuracy — it carries no name or email address, but it may repeat details of your situation.
Because you describe your own situation in your own words, what you type may include information that data protection law treats as especially sensitive — for example health, disability, mental health, pregnancy, race, religion, sexual orientation, trade union membership, or criminal convictions and allegations. By ticking the box below you are giving your explicit consent to that information being processed in this way. You can withdraw at any time by not submitting a check.
Please do not include your name, address, or anyone else’s personal details. The checkers do not need them, and leaving them out protects you. Your report is written in neutral, plain English rather than repeating informal language, slang or strong emotion from your description.
5. Your responsibility
By using this service you accept that you will treat all output as general guidance only, verify important information with official sources, and seek professional legal advice for serious or complex matters. ukworkrights.co.uk and UK Work Rights Ltd accept no liability for any loss or damage arising from your use of or reliance on this service.
Energy Ombudsman — Energy disputes: energyombudsman.org
NHS — Healthcare guidance: nhs.uk
Veterans UK: 0808 1914 218
Jobcentre Plus (existing benefit claims): 0800 169 0310
For personal injury claims, immigration advice, criminal matters, or complex legal situations — always consult a regulated solicitor. Find one at solicitors.lawsociety.org.uk or gov.uk/find-a-solicitor.
7. Scope of this service
This service covers a wide range of UK rights topics including employment, housing, benefits, consumer rights, driving, NHS complaints, data protection, tax, school rights, wills and probate, energy, travel, and more. For all topics, the guidance is general in nature. For regulated activities — including personal injury claims, immigration applications, criminal defence, and financial advice — you must use a regulated professional.
The law is not the same across the UK. England, Wales, Scotland and Northern Ireland differ — sometimes substantially — on housing, tribunals, employment procedure, benefits, education, and wills and probate. Your guidance is tailored to the nation you selected at the top of the page, so please make sure it is right before you rely on the answer. If you live in one nation and the matter arose in another, say so in your description. Where a rule applies in only part of the UK, the guidance should say so — if it does not, treat that as a reason to check with one of the services listed above.
Tell us what went wrong and we'll look into it. We'll be in touch as soon as we can.
Your name and email will only be used to respond to your report. See our Privacy Policy.
Share Your Feedback
Good or bad — we'd love to hear what you think. No strings attached.
Your feedback helps us make the site better for everyone. See our Privacy Policy.
🕐 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 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.
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 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.
UK Work Rights is completely free and always will be. If this guidance helped you, a small donation helps keep the site running and updated for everyone.