Zero-hours contracts

Zero-hours contracts can offer flexibility for both employers and workers, but they can also create uncertainty around income and working hours. This guide explains what a zero-hours contract is, what your rights are, and what changes are expected in the future.

A zero-hours contract is a working agreement where your employer does not have to give you a minimum number of working hours, and you do not have to accept any work offered. 

Zero-hours contracts are often used in industries like: hospitality, warehouse work, delivery driving, bank work (for example in healthcare) and more.  

Example situations

Sam is a care worker. She usually finds out her hours one week in advance, sometimes with less notice. Most weeks she works between 40 and 50 hours, but sometimes this drops to 0 with no notice. This makes it difficult to plan childcare. 

Sometimes she travels to work but is sent home if her manager decides she is not needed. 

Layla works in a fast-food restaurant. She receives her rota two weeks in advance and works between 12 and 20 hours per week. She can turn down shifts if she does not want to work them. This arrangement suits her while she studies. 

On a zero-hours contract you may be classed as either an employee or a worker. This is called your employment status, and it determines which rights you have. 

Check your employment status.   

All employers must:   

  • make it clear whether you are an employee or a worker     
  • pay you at least the National Minimum Wage, no matter how many hours you work or are offered  (find out more about pay at work).  
  • tell you what your rights are to things like sick pay, holiday entitlement and redundancy pay  [link to relevant pages] 
  • let you know how the contract will be ended    
  • pay your wages through PAYE (this stands for Pay As You Earn and is the way you pay tax)   [link to pay at work] 

Upcoming changes (from 2027)

From 2027, exploitative zero-hours contracts will become illegal. If you’re on a zero or low-hours contract and want guaranteed working hours, you’ll have the right to ask for them.  

Your employer will also need to give you reasonable notice of your shifts and any changes – if they cancel your shift, change the hours or move it at short notice, you’ll have the right to be paid. 

You have the same right to rest as other employees and workers – this includes:  

  • during the working day (at least 20 minutes if you are expected to work more than 6 hours)    
  • between working days or shifts (11 hours between finishing work and starting again)     
  • between working weeks (24 hours every 7 working days or 48 hours every 14 working days)    

Find out more about rest breaks. 

It can be upsetting if you think you’re being treated unfairly, and you might not know what to do or who to speak to. You do have options and there are specialist organisations who can offer advice and support you through the process.     

  • you can also contact ACAS’ free helpline on 0300 123 1100.  
  • if you think the problem might be discrimination – have a look at this helpful guide from Citizens Advice.   

Learn more about your rights at work