I'm on a zero-hours contract and never know my schedule in advance. What protections exist?

What the Law Says

The EU Transparent and Predictable Working Conditions Directive sets baseline rights for all workers with unpredictable schedules — including those on zero-hours or on-call contracts.

The Directive applies to all workers in EU Member States, including those without guaranteed hours. It aims to prevent abuse of precarious arrangements while allowing flexibility where justified.

Employers must provide a written statement of employment conditions within 7 days of starting work — covering elements like probation, remuneration, working time, and predictability rights.

For on-call or zero-hours work, employers must give advance notice of work schedules. Member States may set minimum notice periods; the Directive recommends at least 4 days, but allows national rules — e.g., some countries require 7 days’ notice. Workers have the right to refuse shifts with insufficient notice without penalty.

Exclusivity clauses — requiring workers to accept all offered hours or not work elsewhere — are prohibited unless objectively justified and proportionate. In practice, this means most zero-hours contracts cannot ban workers from taking other jobs.

Statutory Text

Member States shall ensure that workers have the right to a written statement of their employment conditions no later than 7 days after the start of employment.

— Directive (EU) 2019/1152, Art. 2(1)

Statutory Text

Member States shall ensure that workers have the right to request a more stable and predictable form of employment after a certain period of service, and that such requests are dealt with in accordance with national law and/or practice.

— Directive (EU) 2019/1152, Art. 6(1)

Statutory Text

Member States shall prohibit clauses establishing exclusivity in contracts of employment or employment relationships which do not guarantee a minimum number of working hours.

— Directive (EU) 2019/1152, Art. 3(2)

Sources