Zero Hours Contract Rights Calculator 2024/25
Check your rights as a zero-hours contract worker — holiday pay, National Living Wage compliance, redundancy pay, notice period, sick pay, and whether you can request a guaranteed hours contract.
Your Zero Hours Rights
2024/25 rates — enter your average hours, pay and length of employment to see your statutory entitlements.
Used to determine NLW/NMW rate
Your average hours per week over the past 12 weeks
Your average gross weekly pay over the past 12 weeks
Number of weeks you actually worked — used for annual holiday pay calculation
Total time with this employer — gaps may still count if there is an expectation of continuing work
Holiday pay (12.07% accrual)
£721.79 / year
Based on 12.07% of total earnings. Accrues on every hour worked from April 2024.
National Living / Minimum Wage
Compliant — £11.50/hr ≥ NLW £11.44/hr
Your effective hourly rate meets the National Living/Minimum Wage for your age group.
Statutory Sick Pay (SSP)
£116.75/week from day 4
Eligible — earns £230.00/week ≥ LEL £123/week. SSP: £116.75/week from day 4.
Statutory redundancy pay
Need 2+ years continuous employment
Minimum 2 years continuous employment required.
Minimum notice period
1 week
1 week per year of service, up to 12 weeks. You may also be entitled to notice pay if not worked during notice.
Right to request guaranteed hours (ERA 2025)
Eligible to request (12+ weeks worked)
Under the Employment Rights Act 2025 (once in force — likely 2026), you can request a contract reflecting your regular working pattern.
5 Zero Hours Rights Planning Tips
- Keep records of every shift worked: Courts and employment tribunals use 12-week averages to calculate holiday pay, notice pay and redundancy. Keep payslips and shift records.
- You can refuse work without losing your job: Exclusivity clauses in zero-hours contracts are unenforceable. You can work for other employers and refuse shifts — though you have no right to be offered future shifts.
- The Employment Rights Act 2025 will strengthen your position: Once fully in force (expected 2026), you will have the right to request a guaranteed hours contract after 12 weeks of regular work — and employers must consider it.
- Continuous employment survives short gaps: Even if you had weeks with no shifts, courts can find continuous employment exists if there is a mutually understood expectation of continued work — this matters for redundancy and notice pay.
- If working regularly for 2+ years, you may be an employee: Long-term zero-hours arrangements with regular work can amount to an employment relationship — giving you full employment rights including unfair dismissal protection. Take legal advice.
Your Rights on a Zero Hours Contract
Zero-hours workers are entitled to a wide range of statutory rights despite having no guaranteed hours. These include holiday pay (12.07% accrual from April 2024), National Minimum Wage, Statutory Sick Pay if you earn above the Lower Earnings Limit, and statutory redundancy pay after 2 years' continuous employment.
Employment Rights Act 2025
The Employment Rights Act 2025 — once fully in force — will give zero-hours and irregular hours workers the right to request a contract reflecting their regular working pattern after 12 weeks of consistent hours. Implementation dates are expected from 2026 onwards following consultation.
Continuous Employment
Continuous employment can be maintained even with gaps between assignments, provided there is a reasonable expectation of work continuing. Courts look at the overall pattern of the arrangement — not just whether you worked every week.