A zero-hours contract means an employer is not obliged to offer you set hours, and you are not obliged to accept the work offered. They are used in sectors such as hospitality, retail and care.
Your rights
Most zero-hours workers who are employees or workers have rights to the National Minimum Wage or National Living Wage as applicable, paid holiday, rest breaks and protection against discrimination. Check the contract to see which status applies, and read up on current rules on GOV.UK.
Exclusivity
Employers cannot stop you from working for someone else through an exclusivity clause in a zero-hours contract. Such clauses are unenforceable.
What to ask before you accept
How many hours are typical in a month? How much notice is given of shifts? What happens if a shift is cancelled at short notice? How is holiday calculated? Is there sick pay, and who do I report absence to?
Holiday pay
Holiday accrues even if your hours vary. Ask how it is calculated and paid, and keep payslips so you can check.
Getting a mortgage or tenancy
Irregular hours can make it harder to prove income. Keep payslips and, if possible, a record of average monthly earnings.
Keep records
Note your shifts, hours worked and pay received. If something looks wrong, raise it with your manager first, then with Acas or Citizens Advice.
Is it right for you?
Zero-hours work can suit people who need flexibility, such as students. It is a poor fit if you need predictable income. Consider asking whether the employer offers guaranteed hours after a trial period.
We write for jobseekers, check important claims and link to official sources where rules may change.