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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.

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. Your description stays private

The situation you describe is used to generate your guidance and is then discarded. It is never stored or shared. Any informal language, slang, or strong emotion in your description will not appear in the output.

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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
  • GOV.UK — Official UK government guidance: gov.uk
  • 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

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.

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📋 Zero Hours Contract Rights Checker

Check Your Zero Hours Rights

Describe your zero hours contract situation and get instant plain English guidance on your rights — holiday pay, sick pay, minimum wage and more. Verified against GOV.UK and ACAS.

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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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Tip: Zero hours workers have many of the same rights as regular employees. Describe the specific issue — holiday pay, sick pay, or unfair treatment — for the clearest answer.

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⚖️ My employment status ▼
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💷 Minimum wage on zero hours ▼
❌ Shifts cancelled last minute ▼
📋 Exclusivity clause ▼
⏰ Regular hours claim ▼
🏥 Sick pay on zero hours ▼
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Your Zero Hours 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 Zero Hours Guidance · ACAS — Zero Hours Contracts · Citizens Advice — Zero Hours · 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

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

Since April 2026, Statutory Sick Pay has been payable from Day 1 of illness — the previous 3-day waiting period has been abolished. SSP is currently £123.25 per week for up to 28 weeks.

If your contract offers enhanced sick pay your employer must honour it. If you have a disability your employer has a duty to make reasonable adjustments under the Equality Act 2010.

📎 gov.uk/statutory-sick-pay · acas.org.uk/absence-from-work
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