Interactive Tool
Zero-Hours Contract
Rights UK
In Great Britain, zero-hours workers have rights that depend on their employment status and circumstances. Minimum-wage rates depend on age and apprentice eligibility. Eligible irregular-hours and part-year workers accrue statutory holiday from hours actually worked; the annual figure below is only an illustration.
Holiday
5.6 wks
SSP Threshold
Up to £123.25/wk
As at 29 September 2026, the new statutory guaranteed-hours measures are not yet in force. You can ask your employer for a predictable working pattern, but there is no automatic entitlement after 12 weeks.
Your Situation
Great Britain guidance: employment status and actual circumstances determine rights; Northern Ireland rules can differ. Weekly pay below is an illustration at the selected minimum rate, not your actual earnings or an SSP eligibility decision. Apprentices aged 19 or over who have completed their first year use their age rate.
Your Rights Summary
Complete the form to see your rights
Minimum Wage Rate
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Full-Year Holiday Illustration
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Weekly Earnings Est.
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SSP Eligible
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How the zero-hours rights checker works
Tell us how many hours you typically work each week using the slider or the number field. Then select how long you have been with your current employer — this affects your entitlement to certain protections like unfair dismissal and the current limits of guaranteed-hours reforms.
Answer the remaining questions about your working arrangement: whether you are required to accept shifts, whether your employer provides work regularly, and whether you are paid at least the National Minimum Wage for your age group.
Based on your answers, the checker produces a personalised summary of your employment rights. It highlights your minimum wage rate, holiday pay entitlement, Statutory Sick Pay eligibility, shift refusal rights and the current status of guaranteed-hours reforms. Results update automatically as you change any input.
What you need to know about zero-hours contracts
A zero-hours contract is an agreement where the employer is not obliged to provide any minimum working hours, and the worker is not obliged to accept any work offered. Despite this flexibility, workers on zero-hours contracts have significant legal protections:
- National Minimum Wage: You must be paid at least the legal minimum rate for every hour worked, regardless of contract type.
- Holiday pay: You are entitled to 5.6 weeks of paid annual leave, calculated pro rata based on the hours you actually work.
- Statutory Sick Pay: Eligible employees can receive SSP from the first full qualifying sick day. From 6 April 2026 there is no earnings floor; the weekly amount is the lower of £123.25 and 80% of average weekly earnings, for up to 28 weeks. Other eligibility and linked-absence rules still apply.
- Exclusivity ban: Since 2015, employers cannot prevent you from working for other companies or penalise you for doing so.
- Right to request guaranteed hours: The new statutory guaranteed-hours measures are not yet in force as at 14 October 2026. An employer can agree a more predictable contract voluntarily, but there is no automatic right after 12 weeks.
- Unfair dismissal protection: After 2 years of continuous service, you have the right not to be unfairly dismissed.
If you believe your employer is not respecting your rights, you can contact ACAS on 0300 123 1100 for free, impartial advice. You can also report minimum wage underpayment to HMRC's Pay and Work Rights Helpline.
Frequently asked questions
Are zero-hours contracts legal in the UK?
Yes, zero-hours contracts are legal in the UK. They allow employers to hire workers with no guarantee of minimum hours. However, workers on zero-hours contracts still have employment rights including the National Minimum Wage, holiday pay and protection from discrimination. Since 2015, exclusivity clauses that prevent zero-hours workers from working for other employers have been banned.
Can I be fired for refusing shifts on a zero-hours contract?
A genuine zero-hours arrangement normally allows you to decline work offered. The exclusivity ban protects your ability to work for other employers; it is not a blanket guarantee against every consequence of refusing shifts. Your employment status, contract and circumstances matter. Contact Acas for advice.
Do I get holiday pay on a zero-hours contract?
Yes, all workers on zero-hours contracts are legally entitled to 5.6 weeks of paid holiday per year, calculated on a pro-rata basis. Holiday entitlement and holiday pay use different calculations, depending on your working pattern. Eligible irregular-hours and part-year workers normally accrue 12.07% of hours actually worked in each pay period, with statutory rounding. Employers can use separately itemised rolled-up holiday pay for these workers only, in addition to normal pay; workers must still be allowed to take leave.
Can I work for other employers while on a zero-hours contract?
Yes. Since the Small Business, Enterprise and Employment Act 2015, exclusivity clauses in zero-hours contracts are unenforceable. Your employer cannot prevent you from working for other companies or penalise you for doing so. You are free to take on additional work with other employers alongside your zero-hours contract.
What about sick pay on a zero-hours contract?
Employment status and the normal SSP eligibility rules determine entitlement. From 6 April 2026, eligible employees have no earnings floor and SSP starts on the first full qualifying sick day. The weekly amount is the lower of £123.25 and 80% of average weekly earnings, for up to 28 weeks. The minimum-wage weekly illustration in this checker does not establish your actual earnings or SSP entitlement.
How can I challenge my employer about my zero-hours contract rights?
Start by raising the issue informally with your employer or line manager. If that does not resolve the problem, put your complaint in writing using your employer's grievance procedure. You can contact ACAS on 0300 123 1100 for free impartial advice. If you believe your rights are being breached, ACAS can help with early conciliation before you take a claim to an employment tribunal. Citizens Advice can also provide free guidance.
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