Fiducia TogetherZero-hours and casual work
No guaranteed hours. Legal, and it does not remove the worker's rights.
Please note: This page explains what a term means. It is general information, not legal, financial, tax or investment advice, and it does not know anything about your business. Before you sign, file or commit to anything, check it with an accountant, a solicitor, or the official guidance we link to.
What it means
A zero-hours contract does not guarantee any minimum hours. The individual is normally a worker and may, on the facts, be an employee.
Why it matters
Zero-hours workers still get the minimum wage, holiday pay, rest breaks and protection from discrimination. Exclusivity clauses preventing work elsewhere are unenforceable.
What it looks like in practice
Employment status is decided on the reality of the arrangement, not the label — see employment status. Long-standing regular patterns can create employee status with unfair dismissal rights.
What to watch out for
Assuming a zero-hours worker has no rights. And cancelling shifts at short notice repeatedly, which is a fair way to lose good staff and, depending on the pattern, to create the very status you were avoiding.
Where to get proper advice
ACAS: free guidance, free templates and a free helpline. An employment solicitor for anything contested or senior.
Where to read more
Last reviewed 2026-08-28 by Fiducia Together · Next review due 2027-08-28
Please note: This page explains what a term means. It is general information, not legal, financial, tax or investment advice, and it does not know anything about your business. Before you sign, file or commit to anything, check it with an accountant, a solicitor, or the official guidance we link to.