Zero Hour Contracts
Zero Hour Contracts: A Guide for Temporary Workers
Zero hour contracts are common across temporary and agency work, especially in sectors like driving, logistics, warehouse and production. For many agency workers, they can offer flexibility and the ability to fit work around other commitments. However, they can also raise questions about pay, hours, and what rights apply.
This guide explains the key facts about zero hour contracts for agency workers, based on official guidance from GOV.UK and ACAS, with additional support and advice on what to do next if you are unsure.
Key Takeaways
As an agency worker, you might not be guaranteed a set number of hours each week, but you still have important workplace rights. Your entitlements depend on whether you are classed as a worker or an employee, and what your contract says.
You may be entitled to:
- National Minimum Wage (based on your age and hours worked)
- Paid holiday (because workers are entitled to annual leave)
- Rest breaks and working time protections
- Protection from discrimination
- Agency worker rights from day one, plus additional rights after 12 weeks in the same role
- The ability to request time off or agree working arrangements where needed
At The Best Connection, your branch team can help you understand your assignment details and what support is available to you.
What Is a Zero Hour Contract?
A zero hour contract is an agreement where:
- Your employer does not guarantee a minimum number of working hours
- You are typically offered work when it is available
- You may be able to accept or decline shifts, depending on your contract and working arrangement
ACAS explains that this type of contract is often used where working hours can vary week to week.
Agency workers can be on different types of contracts. Some agency arrangements may look like zero hour working patterns, particularly where demand changes frequently.
Your contract may describe your work as:
- “zero hours”
- “casual”
- “as required”
- or it may simply state that hours are not guaranteed
If you work with The Best Connection, your local branch can explain how your contract works and what to expect from assignments, including hours and typical shift patterns.
Your Rights On A Zero Hour Contract (Agency Workers)
Pay And National Minimum Wage
- If you are classed as a worker, you are entitled to at least the National Minimum Wage.
- Your pay should reflect the hours you work and should be shown clearly on your payslips.
The Best Connection tip: If you have questions about pay, timesheets, or hours worked, your branch can support you and help you understand the process.
Holiday Pay
Even if you have no guaranteed hours, you are still entitled to paid holiday.
Holiday pay for agency workers is often calculated based on:
- the hours you’ve worked
- and your average earnings
If you are unsure how your holiday pay is calculated, you can ask your agency for clarification.
Rest Breaks And Working Time Rights
Workers are entitled to basic working time rights, including:
- rest breaks
- daily and weekly rest periods
- limits on working hours (where applicable)
ACAS and GOV.UK provide guidance on these protections.
Protection From Discrimination
Agency workers are protected from discrimination under the Equality Act. This applies whether you are a worker or an employee.
If you ever feel you are being treated unfairly, you can raise this with your agency, and ACAS also provides guidance on what to do.
Agency Worker Rights From Day One And After 12 Weeks
ACAS explains that agency workers have rights:
From day one, including:
- access to workplace facilities (such as canteens and childcare, where available)
- being informed about job vacancies
After 12 weeks in the same role, including:
- equal treatment in some basic working conditions compared to someone hired directly
This is an important point for agency workers and can make a real difference over time.
Looking Ahead: Changes Coming from 2027
The UK government has set out plans to strengthen rights for workers on zero-hour contracts and improve predictability of hours. These changes are expected to come in from 2027, subject to the Employment Rights Bill being confirmed and final regulations being published.
Here are the key changes currently expected:
- Reasonable notice of shifts: Employers will need to give workers reasonable notice of shifts, cancellation or change to a shift.
- Compensation for cancellations: Workers will be entitled to compensation if shifts are cancelled, moved, or cut short at short notice.
- Right to guaranteed hours: Workers will be able to request a contract that reflects the hours they regularly work.
- Protections for agency workers: Similar protections are expected to apply to agency workers too.
- Anti-avoidance measures: The Bill is expected to include measures designed to prevent employers from manipulating hours to avoid new responsibilities.
The Best Connection tip: If you work through us and you’re looking for more consistent hours, your local branch can support you with opportunities that better match your availability and preferences.
Eligibility Checks
To check your rights in more detail, use official sources:
- GOV.UK: Employment status and rights
- GOV.UK: Agency worker rights
- ACAS: Zero hours contracts guidance
- ACAS: Agency workers (day one and 12-week rights)
Zero hour contracts can be a flexible option, especially for agency workers who want to fit work around other commitments. Even without guaranteed hours, you are still entitled to key workplace protections, including National Minimum Wage, holiday pay, rest breaks, and protection from discrimination, depending on your employment status.
If you’re unsure about anything, check your contract, speak with your agency, and use GOV.UK and ACAS guidance to confirm what applies to you.
Looking for Work?
At The Best Connection, we have roles available across the UK, including driving, logistics, warehouse and production.
Discover Your Local Branch or Explore all Current Opportunities with us today!
All information in this article is based on guidance from GOV.UK and ACAS.
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