Am I entitled to holiday pay on a zero-hours contract?

This guidance applies to Great Britain unless stated otherwise. Workers employed on zero-hours contracts have the same legal entitlement to paid annual leave as any other worker under the Working Time Regulations 1998. The entitlement is 5.6 weeks (28 days for a full-time equivalent) per year, calculated on a pro-rata basis according to the hours actually worked. The calculation of holiday pay for irregular-hours and part-year workers was clarified by the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023. From 1 April 2024, for irregular-hours and part-year workers, holiday pay may be calculated at 12.07% of pay earned in the pay period — but only where the specific conditions for using this method are met. The 52-week average reference period remains the standard method for determining a week's pay for holiday pay purposes. Employers may also pay "rolled-up" holiday pay (a percentage added to each payslip) in limited circumstances, where clearly set out in the contract and itemised on payslips. The applicable method depends on the specific working arrangements and the employer's approach — the rules are complex and have changed in recent years. Workers should never be told they have no holiday entitlement because they are on a zero-hours contract. If you have not been paid holiday pay, you may be able to bring a claim for unlawful deduction from wages in the employment tribunal within three months (less a day) of the deduction, after completing ACAS early conciliation. This information is general guidance only and does not constitute legal advice.