Zero-Hours Contracts: Employee Rights, Examples & Benefits in the UK

Published : January 12, 2026

Zero-hours contracts are common employment agreements used across various industries. They allow individuals greater flexibility and employers the opportunity to meet staffing demand during peak periods. However, they come with limited guarantees regarding pay and hours, making them vulnerable to exploitation.

In our latest article, we examine what such arrangements are, when they might be used, and the associated employment rights. We also discuss the potential benefits and drawbacks of this employment model and whether employers can use exclusivity clauses.

If you believe your employment rights have been breached under a zero-hours contract, contact us today. Redmans Solicitors are experts in the sector, and following a brief chat, we can provide specialist advice.

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What are Zero-Hours Contracts?

Under UK law, a zero-hour contract is a descriptive term used for certain employment agreements. In such arrangements, individuals aren’t guaranteed a set number of hours. Instead, they are offered work as and when it’s required, without the obligation to accept it.

Notably, zero-hour contracts encompass a variety of arrangements, with the associated rights depending on one’s employment status. Individuals working under such agreements will either be a worker, whose rights include a core set of entitlements, including minimum wage and rest breaks; or an employee, whose rights extend to include additional entitlements such as protection against unfair dismissal.

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While zero-hours relationships have come under scrutiny in recent years, they can be mutually beneficial when used appropriately, particularly in roles that require flexibility or experience fluctuating demand.

Zero-Hours Contract Examples

Although the term “zero-hours contracts” describes a particular type of employment relationship, the industries in which they can arise vary significantly. Despite this, some of the most common examples include:

  • Hospitality and Retail: Where waiting staff, baristas or shop assistants may be asked to fill shifts during peak trading times.
  • Delivery and Warehouse Roles: Especially in sectors with volatile delivery volumes.
  • Seasonal Staff: Who may work on an ad-hoc basis, covering events, festivals, and specific holiday periods.

In each case, the defining feature is that there’s no contractual guarantee of work.

What Are My Rights in a Zero-Hour Relationship?

As previously mentioned, individuals on zero-hours contracts are either workers or employees. However, the following core statutory rights generally apply to both workers and employees:

  • National Minimum Wage: For each hour an individual works, they must be paid at least the National Minimum Wage. This is determined by age and apprenticeship status and is typically updated annually, with changes often implemented each April. Read our recent insight to learn more about the upcoming changes to the National Minimum Wage.
  • Annual Leave: Zero-hour contract workers are entitled to 5.6 weeks of paid holidays annually, or the part-time equivalent, calculated pro rata based on hours worked. Employers may include bank holidays in this entitlement, or allow individuals to buy and sell holidays, but this isn’t a universal right. Reading an employer’s holiday policy is recommended to understand one’s own specific entitlements.
  • Rest Breaks: Individuals on a zero-hour contract are entitled to the same rest breaks as other workers and employees. This includes a 20-minute break after six hours of work, 11 hours’ rest between shifts, and 24 hours’ rest in each seven-day period, among other things.
  • Protection from Discrimination: This right applies to all individuals, from job applicants to employees, and protects them against less favourable treatment on the basis of their protected characteristics. Such characteristics include one’s race, sex, age, disability and religious beliefs.

Zero-Hour Contract Employee Rights

For individuals legally classified as employees, they will also enjoy the following entitlements:

  • Unfair Dismissal Protection: Employers may not dismiss employees unless they do so for a fair reason and in accordance with a fair procedure. Failure to comply with these requirements would render the dismissal unfair and could result in legal consequences. While ordinary unfair dismissals currently require employees to have two years of continuous service with their employer, automatically unfair dismissals require no such service length.
  • Statutory Sick Pay: Employees (and some agency workers) who earn an average of at least £125 weekly and have been ill for more than three days in a row may be entitled to statutory sick pay. Those eligible can receive £118.75 a week for up to 28 weeks.
  • Redundancy and Notice: Employees have statutory redundancy and notice entitlements, unlike workers, who receive similar benefits only if stipulated in their employment contracts.

Zero-Hours Contracts: Benefits and Drawbacks

Although zero-hours contracts have been criticised in recent years, it’s important to establish their pros and cons. When used correctly, they offer individuals the flexibility to work around their personal commitments, sometimes improving their work-life balance. Additionally, such arrangements can provide those entering the labour market with vital experience to move into more senior roles. From an employer’s perspective, they also allow busy periods to be filled with temporary staff, ensuring service delivery isn’t affected.

However, when zero-hour relationships are exploited, issues can arise. Individuals may have their shifts cancelled without good reason, providing limited job security and guaranteed income. Furthermore, even if new experience is gained, the limited amount, spread across irregular hours and shift patterns, may prevent meaningful career progression.

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As a result, while zero-hours contracts can provide flexibility and help organisations during busy periods, their limited guarantees can be a concern for workers. For an individual, understanding the pros and cons is essential to help decide whether such an agreement is right for them.

Exclusivity Clauses

While the guarantees of pay and work may be limited under a zero-hour contract, one significant legal protection they hold is the ban on exclusivity clauses. Under UK law, employers cannot include terms in a zero-hours contract that prevent individuals from seeking or accepting other work. If such a clause appears, it is unenforceable, and the individual can legally ignore it.

This rule is designed to ensure that workers on irregular hours are not left economically disadvantaged by being tied to a single employer without promised work.

Zero-Hours Contracts: Get Help with Redmans

If you have any concerns about zero-hours contracts or believe your employment rights have been breached, contact Redmans Solicitors now. As employment specialists, our team can examine your case, answer your questions and provide expert advice.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.