Interactive Tool
Zero-Hours Contract
Rights Checker
Holiday
5.6 wks
SSP Threshold
£123/wk
Answer a few questions about your zero-hours contract situation and get personalised guidance on your employment rights. The checker covers minimum wage entitlement, holiday pay, sick pay eligibility, the right to refuse shifts and whether you can request guaranteed hours under the new rules from September 2024.
Your Situation
Your Rights Summary
Complete the form to see your rights
Minimum Wage Rate
—
Holiday Entitlement
—
Weekly Earnings Est.
—
SSP Eligible
—
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 right to request guaranteed hours.
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 whether you qualify to request guaranteed hours. 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: If your average weekly earnings are at least £123, you qualify for SSP at £116.75 per week for up to 28 weeks.
- Exclusivity ban: Since 2015, employers cannot prevent you from working for other companies or penalise you for doing so.
- Right to request guaranteed hours: From September 2024, if you have worked regular hours for 12 or more weeks, you can request a contract that reflects those hours.
- 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?
You cannot be dismissed or subjected to a detriment for refusing a shift on a zero-hours contract. Since exclusivity clauses were banned in 2015, your employer cannot penalise you for turning down work or for working for another employer. If you have two or more years of continuous service, you also have protection against unfair dismissal and can bring a claim to an employment tribunal.
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. Your holiday pay is based on the average hours you have worked. Many zero-hours employers use the 12.07% method, adding a percentage to your hourly rate in lieu of separate holiday pay, though this must be clearly stated in your contract.
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?
Workers on zero-hours contracts may qualify for Statutory Sick Pay (SSP) if they earn an average of at least £123 per week before tax. SSP is paid at £116.75 per week for up to 28 weeks. If your average weekly earnings fall below the £123 threshold, you will not qualify for SSP but may be able to claim Universal Credit or other benefits instead.
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.