Zero hours contracts explained: what they mean and what to watch for

A zero hours contract means your employer is not obliged to offer you any minimum number of working hours, and you are not obliged to accept any work offered. In theory this provides flexibility for both sides. In practice it often means unpredictable income, no sick pay, and limited employment rights.

How zero hours contracts work

You are technically employed but with no guaranteed hours. Work is offered on an as-needed basis. You can refuse shifts, but employers can also stop offering them without formally dismissing you. This creates a power imbalance — you depend on the employer for income, but they have no obligation to provide it.

Your rights on a zero hours contract

In the UK, zero hours workers are entitled to the National Minimum Wage, paid annual leave (pro-rata), and protection from discrimination. Exclusivity clauses — preventing you from working for other employers — are banned. In the EU, the Transparent and Predictable Working Conditions Directive requires employers to provide information about working patterns and limits the use of zero hours arrangements.

The hidden traps

Watch for clauses that require you to be available during certain hours without guaranteeing work. Check whether the contract includes sick pay, pension contributions, or notice period obligations. Look for exclusivity clauses that may still appear despite being unenforceable. Check how the contract handles holiday pay — it should accrue on all hours worked.

When to push back

If you are working regular hours consistently, you may have grounds to request a fixed-hours contract. In many jurisdictions, regular working patterns over time create an implied right to those hours. Document your working patterns and raise the issue formally.