I'm on a zero-hours contract, what rights do I have?

Zero-hours contracts are legal, but workers on them have significant legal protections. Exclusivity clauses — which prevent a worker on a zero-hours contract from working for any other employer — are unenforceable and void under the Employment Rights Act 1996 (as amended).

Key rights you have include: National Minimum Wage and National Living Wage for all hours actually worked; paid annual leave (5.6 weeks per year, usually accrued at 12.07% of hours worked and paid at the end of the year or on leaving); protection from unlawful deduction of wages; protection from discrimination on grounds of sex, race, disability, religion, sexual orientation, or age; and whistleblowing protection.

Whether you are a "worker" (with the above rights) or a self-employed contractor depends on the reality of your working arrangements — not just what the contract says. Most zero-hours workers are legally workers or even employees if they work regular hours and are integrated into the business.

If you have built up a regular pattern of working, you may argue you have become an employee with rights to statutory sick pay, unfair dismissal protection (after two years), and redundancy pay.

From 2025, the Employment Rights Act 2025 (when commenced) will give workers on zero-hours contracts who have worked regular hours for a period the right to request a guaranteed hours contract reflecting their average hours. This represents a significant strengthening of zero-hours workers' rights.