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Free Zero Hours Contract Template
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ZERO HOURS CONTRACT
Casual Worker Agreement · ERA 1996 Ss.27a–27b · England And Wales
EMPLOYER
The Crown and Anchor Pub Ltd
12 Market Square, Bristol BS1 1ET
Co. No: 09876543
Co. No: 09876543
WORKER
Lucy Marie Barnes
5 Redland Road, Bristol BS6 6AQ
NI: LB 66 44 22 A
NI: LB 66 44 22 A
Role: Casual Bar Staff · £13.50 per hour
Effective: 2026-04-17
This Zero Hours Contract (this "Contract") is made between The Crown and Anchor Pub Ltd (the "Employer") and Lucy Marie Barnes (the "Worker") with effect from 2026-04-17. It operates as a written statement of particulars under section 1 of the Employment Rights Act 1996 (as amended by the Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018, which requires day-one written particulars for workers as well as employees). The parties acknowledge the forthcoming changes under the Employment Rights Act 2025 (received Royal Assent 18 December 2025), the core zero-hours / low-hours protections of which come into force in 2027.
1.
STATUS AND MUTUALITY OF OBLIGATION
The Worker is engaged on a casual, zero-hours basis. This Contract does not guarantee any minimum number of hours. There is no mutuality of obligation between the parties: the Employer is not obliged to offer work and the Worker is not obliged to accept any work offered. The parties confirm that the Worker is a worker within the meaning of section 230(3)(b) of the Employment Rights Act 1996 and not an employee. The substance of the relationship prevails over the label, consistent with Autoclenz Ltd v Belcher [2011] UKSC 41 and Uber BV v Aslam [2021] UKSC 5; rights available to workers only (including the National Minimum Wage, paid annual leave, rest breaks, discrimination protection and whistleblowing protection) are preserved in full.
2.
DUTIES AND ASSIGNMENTS
The Worker is engaged in the role of Casual Bar Staff, based at 12 Market Square, Bristol BS1 1ET. Duties include: Serving customers, operating the till, preparing food and drink, cellar and glass-washing duties, and general cleanliness of the bar area. The Employer will offer work by communicating available shifts or assignments. Once accepted, shifts must be performed to a reasonable standard and with due regard to the Employer's reasonable policies, procedures and health-and-safety rules.
3.
NO EXCLUSIVITY (ERA 1996 S.27A)
Any provision in this Contract that purports to prohibit the Worker from doing work or performing services under another contract or other arrangement, or from doing so without the Employer's consent, is unenforceable pursuant to section 27A of the Employment Rights Act 1996 (inserted by the Small Business, Enterprise and Employment Act 2015) and the Exclusivity Terms in Zero Hours Contracts (Redress) Regulations 2015 (SI 2015/2021). This protection has been extended to low-income workers earning up to the Lower Earnings Limit (£123 per week) by the Exclusivity Terms for Zero Hours Contracts (Unenforceability and Redress) Regulations 2022 (SI 2022/1217). The Employer shall not subject the Worker to any detriment for failing to comply with any purported exclusivity term (s.27B ERA 1996).
4.
PAY
The Worker shall be paid at the rate of £13.50 per hour for all hours actually worked. Payment will be made weekly on Friday by BACS bank transfer, subject to deductions for income tax and National Insurance contributions as required under the PAYE system. The hourly rate shall at all times be at least the applicable rate of the National Living Wage or National Minimum Wage prescribed under the National Minimum Wage Act 1998 and the National Minimum Wage Regulations 2015, and shall be uplifted automatically where statutory rates change (annual uplift effective each April).
5.
HOLIDAY AND HOLIDAY PAY
The Worker is entitled to the statutory minimum of 5.6 weeks' paid annual leave per leave year under regulations 13 and 13A of the Working Time Regulations 1998, pro-rated to the hours actually worked. Holiday pay is included within the hourly rate as a rolled-up holiday payment of 12.07% in addition to the stated hourly rate. Rolled-up holiday pay for irregular-hours workers and part-year workers is permitted under regulation 16A of the Working Time Regulations 1998 (inserted by SI 2023/1426) with effect from 1 April 2024. The rolled-up element is itemised separately on every payslip.
6.
SHIFT NOTICE AND CANCELLATION
The Employer will endeavour to give the Worker as much advance notice of shifts as is practicable. If the Employer cancels an accepted shift, it will aim to give not less than 24 hours' notice. The Worker should also give at least 24 hours' notice if unable to attend an accepted shift.
ERA 2025 — coming 2027: The Employment Rights Act 2025 will introduce a statutory right to reasonable notice of shifts and to compensation for cancelled, moved or shortened shifts at short notice, with detail to be set out in implementing regulations. The Employer will keep this policy under review as those provisions come into force.
ERA 2025 — coming 2027: The Employment Rights Act 2025 will introduce a statutory right to reasonable notice of shifts and to compensation for cancelled, moved or shortened shifts at short notice, with detail to be set out in implementing regulations. The Employer will keep this policy under review as those provisions come into force.
7.
SICKNESS
The Worker must notify the Employer as soon as reasonably practicable of any inability to work an accepted shift due to sickness. Subject to meeting the qualifying earnings and days-sick conditions under Part XI of the Social Security Contributions and Benefits Act 1992, the Worker may be entitled to Statutory Sick Pay (SSP). No contractual company sick pay is payable.
8.
PENSION
The Employer will assess the Worker's eligibility for automatic enrolment into a qualifying workplace pension scheme in accordance with the Pensions Act 2008 and the Occupational and Personal Pension Schemes (Automatic Enrolment) Regulations 2010. Eligibility depends on age and qualifying earnings during each pay reference period; irregular-hours workers can become eligible in any pay period in which earnings exceed the threshold.
9.
GUARANTEED HOURS OFFER (ERA 2025 — EARLY ADOPTION)
In anticipation of the duty under the Employment Rights Act 2025 (in force 2027), the Employer voluntarily undertakes that, at the end of each reference period of twelve (12) weeks, the Employer shall offer the Worker a contract guaranteeing the average number of hours actually worked during that reference period. The Worker may accept or decline the offer by written notice within 14 days of receipt. If the offer is declined, the existing zero-hours arrangement continues, but the Employer shall make a fresh offer at the end of each subsequent reference period. Where the offer is accepted, the agreed guaranteed hours form part of this Contract (and the Employer shall issue an amended written statement of particulars where required by ERA 1996 s.4).
10.
EQUAL TREATMENT
The Employer shall treat the Worker fairly and consistently in accordance with the Equality Act 2010, and shall not subject the Worker to any detriment on grounds of any protected characteristic. Where the Worker is a worker, the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (where the comparator is part-time) and the Fixed-term Employees Regulations 2002 do not as such apply, but the principles of fair treatment set out in those regimes will guide the Employer's practice.
11.
CONFIDENTIALITY
The Worker shall not, during or after this engagement, disclose to any third party or use for any purpose other than the Employer's business any confidential information relating to the Employer's business, personnel, clients, suppliers, pricing or operations, except where disclosure is required by law or authorised by the Employer in writing, or is a protected disclosure under the Public Interest Disclosure Act 1998. This obligation continues after the engagement has ended.
12.
COMPENSATION FOR CANCELLED OR MOVED SHIFTS (ERA 2025 — EARLY ADOPTION)
In anticipation of the right to compensation for cancelled, moved or shortened shifts at short notice under the Employment Rights Act 2025 (in force 2027), the Employer adopts the following voluntary policy:
Cancellation < 4 hours before shift: 100% of accepted shift paid; Cancellation 4–24 hours before shift: 50% of accepted shift paid; Cancellation > 24 hours before shift: no compensation but Employer will offer an alternative shift where reasonably available.
Cancellation < 4 hours before shift: 100% of accepted shift paid; Cancellation 4–24 hours before shift: 50% of accepted shift paid; Cancellation > 24 hours before shift: no compensation but Employer will offer an alternative shift where reasonably available.
13.
ENDING THIS ARRANGEMENT
Either party may end this Contract at any time. A party ending this Contract should give not less than one (1) week's written notice to the other, save that the Employer may terminate summarily for gross misconduct or material breach. Rights that arise automatically (for example, the right not to be dismissed for an automatically unfair reason, protected-disclosure protection, discrimination-free treatment and any accrued holiday pay) are preserved regardless of how this Contract ends.
14.
ADDITIONAL TERMS
Uniform: plain black trousers, white shirt provided on loan (return on leaving). PPE for cellar work provided on site. Shift-booking through the S4 rota app at least 7 days in advance.
15.
DATA PROTECTION
The Employer shall process the Worker's personal data in accordance with the UK General Data Protection Regulation and the Data Protection Act 2018, on the legal bases of contract (Art. 6(1)(b)), legal obligation (Art. 6(1)(c) — PAYE, NIC, auto-enrolment, right-to-work) and legitimate interests (Art. 6(1)(f)). Special-category data (e.g. sickness information) shall be processed under Art. 9(2)(b) UK GDPR and Schedule 1 Part 1 of the Data Protection Act 2018.
16.
GOVERNING LAW
This Contract shall be governed by and construed in accordance with the law of England and Wales. The parties submit to the exclusive jurisdiction of the courts of England and Wales and, in respect of employment disputes, the Employment Tribunal.
17.
GENERAL PROVISIONS
Entire agreement: This Contract, together with the Employer's written policies referred to, constitutes the entire agreement between the parties in respect of this engagement. Variation: No variation shall be effective unless made in writing and signed by both parties. Severability: Clause 3 (No Exclusivity) is emphasised: any exclusivity provision is void, and the remainder of this Contract shall continue in full force. Third parties: The Contracts (Rights of Third Parties) Act 1999 is excluded.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date indicated.
EMPLOYER
Marcus Hughes
General Manager
The Crown and Anchor Pub Ltd
Date: ____________________
WORKER
Lucy Marie Barnes
Date: ____________________
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What Is a Zero Hours Contract?
A zero hours contract is an employment arrangement where the employer is not obliged to provide a minimum number of working hours, and the worker is not obliged to accept any hours offered. The worker is called upon as and when needed, and is paid only for the hours they actually work.
Zero hours contracts are common in sectors such as hospitality, retail, healthcare, and events. They offer flexibility for both parties — the employer can adjust staffing to meet demand, while the worker can accept or decline shifts as it suits them.
Despite their flexibility, UK zero hours contracts are subject to British employment law. Workers on UK zero hours contracts have important rights, including entitlement to the National Minimum Wage, paid annual leave, and protection from discrimination under English law. Since 2015, exclusivity clauses in zero hours contracts in England and Wales have been banned.
What's Covered in This Template
Our zero hours contract template includes all the essential provisions for a lawful and clear arrangement.
Parties
Full details of the employer and the worker.
Nature of the Arrangement
A clear statement that there is no guarantee of work and no obligation to accept work offered.
Type of Work
A description of the type of work the worker may be asked to perform.
Place of Work
Where the work will normally be carried out.
Rate of Pay
The hourly rate, which must meet or exceed the National Minimum Wage, and payment arrangements.
Holiday Entitlement
Pro-rata annual leave calculated based on hours actually worked.
No Exclusivity
Confirmation that the worker is free to work for other employers, in compliance with the exclusivity ban.
Notice and Cancellation
How much notice will be given when offering or cancelling shifts.
Sickness and Absence
Procedures for reporting unavailability and entitlement to statutory sick pay if qualifying conditions are met.
Termination
How either party can end the arrangement.
Data Protection
How the worker's personal data will be processed under UK GDPR.
How to Create a Zero Hours Contract
Follow these steps to create a compliant zero hours contract using our template.
- 1
Enter Employer and Worker Details
Provide the company name, address, and the worker's name and contact details. Note the commencement date of the arrangement.
- 2
Describe the Work
Set out the type of work the worker may be asked to perform and the normal location of work. Be clear that work will be offered as and when required.
- 3
Set the Rate of Pay
Enter the hourly rate, which must be at least the National Minimum Wage for the worker's age group. Specify the payment frequency and method.
- 4
Add Terms and Conditions
Complete the sections on holiday entitlement, sickness procedures, notice arrangements for shifts, and the right to work for other employers.
- 5
Review and Download
Preview the completed contract, verify all terms, and download as a PDF. Both parties should sign and retain a copy.
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Legal Considerations
Zero hours contracts are subject to specific legal protections and restrictions under UK employment law.
This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.
Reviewed for England & Wales law
Exclusivity Clauses Banned
Since the UK Small Business, Enterprise and Employment Act 2015, exclusivity clauses in zero hours contracts are unenforceable in England and Wales. British employers cannot prevent workers on zero hours contracts from working for other employers or subject them to a detriment for doing so. Any clause purporting to restrict the worker's ability to work elsewhere is void under English law.
Employment Status
UK workers on zero hours contracts may be classified as employees or workers depending on the nature of the arrangement. If there is mutuality of obligation under British employment law — the employer is obliged to offer work and the worker is obliged to accept it — the individual may be an employee with full employment rights in England and Wales. The contract should not misrepresent the true nature of the relationship.
National Minimum Wage
UK workers on zero hours contracts must be paid at least the National Minimum Wage for every hour worked. This includes time spent on mandatory training, travelling between assignments, and waiting on the employer's premises. The rate must reflect the worker's age group under the UK National Minimum Wage Act 1998.
Holiday Entitlement
UK zero hours workers are entitled to 5.6 weeks' paid annual leave pro rata under the UK Working Time Regulations 1998. From 1 January 2024, holiday for irregular hours and part-year workers in Britain is calculated as 12.07% of hours worked in each pay period. Rolled-up holiday pay is now permitted for these workers, meaning holiday pay can be included in the hourly rate.
Frequently Asked Questions
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