Zero Hours Contract Rights Checker

Last updated: April 2026

Your zero-hours work

Average hours per weekHourly rate

Weeks worked per yearYour ageCurrent minimum for your age: £12.71/hr

Does your contract stop you working elsewhere?

I work the same days or hours most weeksI have worked for this employer for more than 12 weeks

Your rights checklist

Right	Entitled?	Notes
National Minimum Wage	No / check	Your rate is below the current age-based minimum of GBP12.71/hr.
Holiday pay	Yes	Irregular hours holiday accrues at 12.07% of hours worked.
Rest breaks	Yes	Workers usually get a 20-minute uninterrupted rest break if working more than 6 hours.
Pension auto-enrolment	Yes	You meet the age and earnings trigger for automatic enrolment.
Work for other employers	Yes	Exclusivity clauses in zero-hours contracts are unenforceable.
Unfair dismissal	Yes	Your regular pattern may support employee status; get advice.
Redundancy pay	Yes	May apply if employee status and qualifying service are established.
Statutory sick pay	Yes	Weekly pay appears above the lower earnings limit.

Minimum wage check

Your hourly rate: £12.50 | Current minimum for your age: £12.71

Your hourly rate is below the current age-based minimum wage. This may be unlawful.

Holiday pay calculation

Hours worked per year

800.0

Holiday accrual

96.56 hours

Holiday pay owed

£1,207

Your employer should pay holiday when you take it, or when your contract ends. If holiday pay is not being paid, you may be able to claim it at employment tribunal.

Pay and pension summary

Weekly pay: £250.00
Annual pay: £10,000
Pension auto-enrolment: Likely applies

Guaranteed hours note

Government reforms are introducing stronger rights around predictable or guaranteed hours. The detailed implementation is changing, so check ACAS or GOV.UK before relying on this right.

Because you have worked regularly for more than 12 weeks, you may be in the group these reforms are designed to protect.

You may have employee status

Your regular working pattern suggests you may be classified as an employee rather than only a worker. This could give you additional rights, including unfair dismissal protection and redundancy pay. Seek advice from ACAS or an employment solicitor to confirm your status.

What rights do I have on zero hours?

Zero-hours workers have rights to minimum wage, paid holiday, rest breaks, and discrimination protection. Pension auto-enrolment may apply if age and earnings thresholds are met.

How is holiday pay calculated?

For irregular hours workers, holiday accrues at 12.07% of hours worked. For every 100 hours worked, you accrue 12.07 hours of paid holiday.

Can I be an employee?

Yes. A regular and consistent pattern of work can support employee status even if the written contract says zero-hours worker.

About this calculator

The Zero Hours Contract Calculator helps UK workers and employers estimate practical zero-hours contract figures such as holiday entitlement, holiday pay checks, minimum wage comparison, and worked-hours scenarios. It is designed for general planning around casual work, variable hours, hospitality, care, retail, events, delivery, and agency shifts. The page is educational and points users toward ACAS or GOV.UK guidance where employment rights are involved.

Zero-hours contract calculation method

The calculator uses entered hours, pay rate, and holiday assumptions to estimate pay and entitlement checks. Holiday entitlement for irregular-hours workers can be complex, so the page explains the calculation as an estimate and encourages checking current official guidance.

gross pay = hours worked x hourly rate
minimum wage check = hourly rate compared with applicable legal minimum
holiday hours estimate = worked hours x holiday accrual percentage where applicable
holiday pay estimate = holiday hours x average hourly pay

How to use the zero hours contract calculator

Enter the number of hours worked or expected each week.
Enter the hourly pay rate.
Add any average-hours or holiday-pay information requested by the calculator.
Review estimated pay and holiday figures.
Compare the hourly rate with the relevant minimum wage age band.
Check whether unpaid breaks, travel, training, or standby time should count.
Use ACAS or GOV.UK guidance for rights questions rather than relying only on the estimate.

Worked examples

Variable weekly hours

Input: 18 hours at GBP 12 per hour

Calculation: 18 x GBP 12

Result: Estimated gross weekly pay is GBP 216 before tax or deductions.

Holiday accrual estimate

Input: 120 hours worked in a period and a 12.07% accrual method where applicable

Calculation: 120 x 12.07%

Result: Estimated holiday hours are about 14.5 hours, subject to current rules and contract details.

What zero-hours workers often need to check

Zero-hours work can be flexible, but pay and entitlement questions are easy to misunderstand because hours vary. The key checks are usually whether the hourly rate meets minimum wage rules, whether holiday entitlement is being handled correctly, and whether working time records match actual hours.

Common rights questions

Question	Why it matters	Where to check
Am I a worker or employee?	Status affects rights and protections	ACAS and GOV.UK employment status guidance
Do I get holiday pay?	Most workers are entitled to paid holiday	ACAS holiday entitlement guidance
Does minimum wage apply?	Pay must meet legal minimums for eligible working time	GOV.UK minimum wage guidance
Can I refuse shifts?	Contract terms and worker status matter	Contract and ACAS guidance

Records to keep

Keep shift dates, start and finish times, breaks, hourly rate, tips or deductions, payslips, and messages about cancelled shifts. Good records make it much easier to check holiday pay, minimum wage, and disputed hours.

Common mistakes and edge cases

Holiday-pay rules for irregular-hours workers can change and should be checked against current official guidance.
Minimum wage checks depend on age band and what counts as working time.
Unpaid breaks should not be counted as paid hours unless the contract says otherwise.
Employment status affects rights and cannot be decided from hours alone.
Tips, deductions, uniforms, and travel time can affect pay checks.

Limitations and cautions

This calculator provides general UK employment information and estimates only. It is not legal advice. Employment status, holiday pay, working time, and minimum wage rights depend on facts, contract terms, and current law.

Check ACAS or GOV.UK for current guidance.
Use payslips and written records for disputes.
Speak to an adviser for formal employment-law issues.

Frequently asked questions

Do zero-hours workers get holiday pay?

Many workers are entitled to paid holiday, but the calculation can depend on working pattern and current rules. Check ACAS guidance.

Does minimum wage apply to zero-hours contracts?

Yes, eligible workers must be paid at least the applicable minimum wage for working time.

Can my hours change every week?

Yes, variable hours are common, but the contract and employment status affect rights and obligations.

Can this calculator decide my employment status?

No. Employment status depends on the real working relationship and may need advice.

What records should I keep?

Keep shift hours, breaks, pay rate, payslips, holiday payments, and messages about shifts.

Related calculators

holiday-entitlement-calculator
notice-period-calculator
redundancy-pay-calculator
unfair-dismissal-calculator

What does this mean?

This calculator is designed to help you understand the likely number before you make a decision or start an application.

Your result should be checked against official UK guidance, especially if your circumstances include dependants, exemptions, prior leave, or a complex immigration history.

Treat the figure as a planning tool rather than legal advice. Where the answer affects an application deadline or major payment, speak to an authorised adviser.