UKAm I entitled to paid annual leave as a zero-hours worker?
Yes, zero-hours workers in the UK are entitled to paid annual leave if they are classified as 'workers' — not just self-employed contractors.
What the Law Says
The right to paid annual leave in the UK applies to all 'workers', including those on zero-hours contracts — provided they meet the statutory definition.
Under the Working Time Regulations 1998, almost all individuals who work for an employer — including casual, part-time, and zero-hours workers — are legally classified as 'workers' if they perform personal service under some degree of control and are not genuinely in business on their own account.
Workers are entitled to 5.6 weeks’ paid annual leave per year (28 days for a full-time worker working five days a week). For zero-hours workers, this entitlement accrues proportionally based on hours worked — commonly calculated at 12.07% of total hours worked.
Employers must pay for leave taken, and cannot withhold holiday pay simply because the worker is on a zero-hours contract or has irregular hours.
Statutory TextEvery worker is entitled to four weeks’ paid annual leave in each leave year.
— Working Time Regulations 1998, reg. 13 — Paid annual leave
Statutory TextA worker is a person who has entered into or works under… a contract of employment or any other contract… whereby the individual undertakes to do or perform personally any work or services for another party…
— Employment Rights Act 1996, s. 230(3)(b) — Definition of worker
What Courts Have Said
Courts have consistently held that zero-hours workers can be 'workers' with full statutory rights — including holiday pay — where there is personal service and subordination.
Confirmed that a plumber engaged on a zero-hours basis was a 'worker' — not self-employed — due to personal service obligations and control, entitling him to holiday pay and other rights.
Held that 'limb (b) workers' (i.e., non-employee workers) on zero-hours contracts are entitled to paid annual leave, rejecting arguments that casual status negates the right.
What to Do
Check your contract and working pattern: if you perform personal service and are subject to control (e.g., required to accept shifts, wear uniform, follow instructions), you’re likely a 'worker'.
Calculate your accrued holiday: use 12.07% of hours worked — e.g., 100 hours worked = 12.07 hours’ paid leave.
Request leave in writing; your employer must permit it and pay at your average hourly rate over the previous 52 weeks (excluding unpaid weeks).
If denied holiday pay, raise a formal grievance — then consider an Employment Tribunal claim within 3 months less one day of the denial.
Sources
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JapanNot legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.