Zero hours contract template
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Supporting information
Our Zero Hours Contract template is a comprehensive solution, aiding in constructing flexible work agreements while upholding legal standards and mutual understanding.
Zero hours contract
1 Introduction
1.1 This agreement governs the relationship between you and the Company in the event that the Company offers you work and you choose to accept it. It does not create legal relations until you choose to accept an assignment.
2 Employment Status
2.1 Your engagement with [Company Name] is on a zero-hours basis, meaning there is no guarantee of minimum working hours. You will only be offered work as and when required, and you are under no obligation to accept any shifts offered.
2.2 This contract does not establish an employment relationship that provides continuous service. Your length of service is calculated only for periods where work has been undertaken.
Your employment status under this contract is that of a worker rather than an employee. This means you are entitled to certain statutory rights, including the National Minimum
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What is this for?
The Zero Hours Contract Template sets out the terms of engagement for workers with no guaranteed hours, ensuring clarity on rights, responsibilities, and flexibility for both parties. It includes provisions on pay, holiday entitlement, termination, and compliance with employment law.
This template helps employers maintain fair and transparent working arrangements while protecting workers' rights.
Employment law compliance
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Employment Rights Act 1996: Provides workers on zero-hours contracts with statutory rights, including the right to receive a written statement of terms.
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Equality Act 2010: Ensures that zero-hours contract workers are not subjected to discrimination based on protected characteristics.
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National Minimum Wage Act 1998: Requires employers to pay at least the national minimum wage for all hours worked under a zero-hours contract.
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Working Time Regulations 1998: Grants zero-hours workers entitlement to rest breaks, holiday pay, and limits on working hours.
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Best Practice: Clearly define terms regarding working hours, cancellation of shifts, and employment status to ensure transparency and fairness.
Decision-making milestones
| Step | Description | Responsibility | Timing |
| 1 | Identify the need for a zero-hours worker, ensuring the role aligns with business requirements and legal considerations (e.g., no obligation to offer work, worker rights). | Hiring Manager / HR | 1-2 weeks before recruitment |
| 2 | Advertise the role, conduct interviews, and complete pre-employment checks (e.g., right to work, references). Ensure candidates understand the nature of zero-hours work. | Hiring Manager / HR | 1-3 weeks before offer |
| 3 | Draft the Zero Hours Contract Template, including key terms (e.g., pay, availability expectations, cancellation policies, employment status). Ensure compliance with employment laws. | HR / Legal | Within 1 week of candidate selection |
| 4 | Issue the contract to the worker, provide time for review, and clarify key terms in an onboarding meeting (e.g., expectations around shift allocation, statutory entitlements). | HR | Immediately after drafting the contract |
| 5 | Maintain records, monitor working patterns, and periodically review contract usage to ensure fairness and compliance. Follow up with the worker to address any concerns. | HR / Line Manager | Initial check-in after 4 weeks, ongoing reviews every 6 months |
