Holidays can cause confusion and concern for workers on zero hours contracts. Without a set number of guaranteed hours, it can be difficult to know how much paid time off you are entitled to. In this article, we will answer the question of how holidays work on a zero hours contract.

Firstly, it’s important to understand that all workers in the UK are entitled to a minimum of 5.6 weeks of paid holiday per year, regardless of their contract type. This equates to 28 days for those working five days a week, or a pro rata amount for those working fewer days. This entitlement is set out in the Working Time Regulations 1998.

So, if you are on a zero hours contract and have been working for the same employer for a year, you are entitled to at least 5.6 weeks’ paid holiday. If you have been working for less than a year, your entitlement will be calculated on a pro rata basis.

The next question is how to calculate holiday pay on a zero hours contract. This can be tricky as the amount you earn will vary from week to week. However, there are two methods employers can use:

1. Average pay – the employer will look at the amount you have earned over the last 12 weeks (or however long you have been working if less than 12 weeks) and use this figure to calculate your holiday pay.

2. Rolled-up pay – the employer will pay you an additional amount on top of your normal hourly rate to cover holiday pay. This is not recommended as it means you are effectively paid for your holiday in advance, which can lead to problems further down the line.

It’s worth noting that if you are on a zero hours contract, you can still take holiday. It’s important to give your employer notice and agree on when you will be taking your holiday. Your employer cannot refuse your request for holiday, as long as you are giving reasonable notice.

Finally, it’s important to remember that you are entitled to the same rights and benefits as a full-time employee. This includes protection against discrimination, the right to join a trade union and the right to a safe and healthy workplace.

In conclusion, holidays on a zero hours contract can be confusing, but it’s important to remember that you are entitled to the same amount of paid holiday as everyone else. Your holiday pay may be calculated differently, but it’s important to be aware of the two methods and ensure your employer is paying you correctly. If you have any concerns, speak to your employer or seek advice from a trade union or Citizens Advice.