Zero-Hours Contract - Employee
This zero-hours employee agreement, drafted based on guidance from sources such as Acas, sets out the terms of employment where no minimum working hours are guaranteed, but employment continues between assignments and work is offered on a variable, ad hoc basis. It confirms employee status and statutory rights, including pay through PAYE, paid annual leave, sick pay, pension auto-enrolment, and disciplinary, grievance, and notice procedures.
Zero-Hours Contract - Employee
Find out more about zero-hours contracts from Acas here: https://www.acas.org.uk/zero-hours-contracts.
This statement lists the 'particulars' (terms and conditions) of your employment as of [statement date] as required under the Employment Rights Act 1996.
Names of the employee and employer and the start date
You, [employee name], began your employment with [company name] as an employee on [start date]. Your period of continuous employment begins on [start date of continuous employment]
Job title and description
You are employed as [job title] on a zero-hours basis.
Brief description of the job - use either A or B
A brief description of your role is [brief description of role].
Your responsibilities are set out in the job description attached to this statement. We may reasonably amend your duties from time to time to meet business needs and, in addition to duties set out in the job description, you may be required to undertake additional or other reasonable duties as necessary to meet the needs of our business when work is offered.
You will be offered work on an ad hoc basis; there is no guarantee of any minimum hours. Your employment continues between assignments.
Pay
You will be paid £[rate in £] per hour for all hours worked.
Payment will be made [pay frequency] in arrears through PAYE, with deductions for income tax and National Insurance Contributions as required by law.
Place of work
Your normal place of work is [workplace address], although you may be required to work at other locations on a temporary basis where reasonably required.
Working abroad
You may be required to work outside the UK only with your prior agreement and for specific assignments.
The Working Time Regulations 1998 apply to your employment.
Working hours
You are employed on a zero-hours basis and your working hours are variable. There is no obligation for us to offer any minimum number of hours of work in any week. When work is offered, you are expected to make yourself reasonably available to perform it, subject to reasonable prior commitments or availability constraints.
Holiday entitlement
Your holiday entitlement is [holiday entitlement]. Any holiday pay will be calculated pro rata based on hours worked.
Holiday accrues based on hours worked and must be taken in accordance with our holiday policy. The holiday year runs from [dates of holiday year].
Holiday pay will be calculated in accordance with statutory rules.
Other benefits
Use either A, B or C.
You are entitled to [list benefits] from [start of entitlement to benefits], subject to eligibility criteria.
You may be eligible for benefits in accordance with our benefits policy, as amended from time to time.
You're not entitled to any contractual benefits other than those set out in this statement.
The benefits policy is available from [policy source].
Absence and sick pay
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England & Wales note
This version is drafted for England & Wales. Scotland and Northern Ireland differ on some points — for example notice periods and tribunal procedure. Tell GitLaw where you hire and it adjusts the draft.
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