AI Generated Zero-hours contract for use in the United Kingdom
PDF & Word - 2026 Updated

This Agreement is made on 2023-10-15.

The Employer and the Worker have agreed to this effective date.

In this Agreement the following terms shall have the following meanings: Work means any tasks, duties or services performed by the Worker for the Employer under this Agreement, including but not limited to manual labour, administrative support, or any other activities as specified in an Assignment.

Assignment means a specific period or instance during which the Worker is engaged to perform Work for the Employer, as notified by the Employer to the Worker.

Availability Notice means a written or electronic notification from the Employer to the Worker, specifying the proposed dates and times when the Worker may be required to be available for an Assignment.

In this Agreement headings are included for convenience only and shall not affect the interpretation of this Agreement.

References to any statute or statutory provision shall include any subordinate legislation made under it and shall be construed as references to such statute, provision or subordinate legislation as modified, amended, extended, consolidated, re-enacted and/or replaced from time to time.

The Worker is engaged by the Employer as a worker within the meaning of section 230(3) of the Employment Rights Act 1996 (as amended). The Worker is not an employee. This Agreement constitutes the written statement of employment particulars required under section 1 of the Employment Rights Act 1996.

This Agreement is a zero-hours contract under which the Worker will provide casual administrative support, including data entry and customer service, as and when required by the Employer. There is no mutuality of obligation between the parties. The Employer is under no obligation to offer work to the Worker, and the Worker is under no obligation to accept any work offered. For the avoidance of doubt, the Worker will not suffer any detriment if they choose to refuse any offer of work.

There are no guaranteed minimum hours of work under this Agreement. Work will be offered on an as-needed basis.

The Employer shall notify the Worker of available work by email or text message. Each notification shall include the date and time of the shift, expected duration, location, and any specific tasks or requirements. The Employer shall provide the Worker with at least 48 hours' notice of any Assignment. The Worker shall respond to any offer of work within 24 hours of receipt. If the Worker does not respond within this timeframe the offer shall be deemed declined.

The Worker is free to work for other employers or engage in self-employment at any time and the Employer shall not impose any exclusivity restrictions or prevent the Worker from doing so. The Worker will not suffer any detriment for working elsewhere.

The Worker shall be paid at an hourly rate of £12.50 (or the prevailing National Living Wage/National Minimum Wage rate applicable to the Worker’s age, whichever is higher). This rate is gross and statutory deductions (including income tax and National Insurance contributions) shall be made. The Employer shall comply with all obligations under the National Minimum Wage Act 1998. Payslips will be provided in accordance with section 8 of the Employment Rights Act 1996.

The Worker’s pay shall be calculated for hours worked by standard hourly multiplication. Overtime, unsocial hours, or other premiums (if any) shall be paid at the rates notified at the time of the Assignment offer.

Payment to the Worker shall be made monthly by bank transfer.

The Worker is entitled to paid annual leave in accordance with the Working Time Regulations 1998 (as amended). For workers with irregular hours, holiday entitlement accrues at the rate of 5.6 weeks (or 12.07% of hours worked in the relevant pay period) per holiday year, calculated in line with the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 using a 52-week reference period (or the number of weeks actually worked if fewer).

Holiday pay will be calculated at the Worker’s average hourly rate over the 52-week reference period in accordance with the law. The Worker must give at least 7 days’ notice of a request to take holiday. The Employer will respond to any holiday request within 7 days.

The Worker may carry over up to 4 weeks of untaken holiday into the next leave year only in circumstances permitted by law (such as where prevented from taking holiday due to sickness). The holiday year runs from 1 January to 31 December. Any untaken holiday (subject to carry-over rules) will be paid in lieu on termination.

The Worker may be entitled to Statutory Sick Pay (SSP) if they meet the eligibility criteria under the Social Security Contributions and Benefits Act 1992. SSP is payable for up to 28 weeks after a waiting period of 3 qualifying days. The Worker must notify the Employer of sickness absence by phone call or email by 9:00 AM on the first day of absence (or as soon as reasonably practicable). Self-certification is acceptable for absences of 7 days or less; a fit note is required for longer absences. Failure to follow the notification procedure may result in disciplinary action.

If the Worker meets the eligibility criteria under the Pensions Act 2008 (earnings above the qualifying earnings threshold and aged between 22 and State Pension age), the Employer will automatically enrol the Worker into a qualifying workplace pension scheme (currently NEST). The current qualifying earnings thresholds and minimum contribution rates will be applied in accordance with legislation (Employer minimum 3% of qualifying earnings; Worker minimum 5% if contributing). The Worker has the right to opt out of the scheme at any time after enrolment and will receive further information about their pension rights.

The Employer has conducted a risk assessment for the work environment.

The Employer shall provide the Worker with induction training on workplace hazards and emergency evacuation procedures.

The Employer shall supply personal protective equipment to the Worker at no cost.

The Worker must wear appropriate personal protective equipment at all times, follow all posted safety signs, and report any hazards or unsafe conditions to the supervisor immediately.

The Worker shall report any health and safety incidents immediately to the Employer.

The Employer assures a safe working environment for the Worker.

The Worker shall keep confidential any business information of the Employer during the engagement. Standard exceptions to the confidentiality obligations shall apply, such as information already in the public domain or required to be disclosed by law. The Worker’s confidentiality obligations shall continue for 12 months after the engagement ends. The Worker shall return or destroy all confidential materials upon termination of the engagement.

Any intellectual property created by the Worker in the course of performing Work for the Employer shall belong to and vest in the Employer.

The Employer (ABC Services Ltd) is the data controller for the Worker’s personal data and will process it in accordance with the UK GDPR and Data Protection Act 2018. Types of personal data collected include basic contact information, financial data, performance and shift records. Data will be processed for administering this contract, payroll, compliance with legal obligations, and legitimate interests. Lawful bases include contractual necessity (Art 6(1)(b)), legal obligation, and legitimate interests. Data will not be transferred outside the UK. Appropriate technical and organisational measures (including encryption, access controls, training and audits) are in place. Data will be retained for no longer than 6 years after the end of the engagement. Automated decision-making is not used.

The Worker has the following data subject rights under the UK GDPR: access, rectification, erasure, restriction, portability, and objection. To exercise these rights or for any queries, contact dataprotection@abcservice.com. The Worker has the right to complain to the Information Commissioner’s Office.

The Employer commits to an equal opportunities policy and shall not discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation in accordance with the Equality Act 2010. The Employer commits to non-discrimination in offering work opportunities and workplace conduct.

The Worker is entitled to the following family-related rights in accordance with applicable legislation: maternity, paternity, adoption, shared parental leave, parental leave, and time off for dependants. Further details are available from the Employer or at www.gov.uk.