ZERO-HOURS WORKER AGREEMENT

This Agreement is made on [startDate] between:

(1) [employerName] of [employerAddress] (the "Employer"); and

(2) [workerName] of [workerAddress] (the "Worker").

This is a casual / zero-hours arrangement. There is no mutuality of obligation between the parties.

1. Status

1.1. The Worker is engaged on a casual, zero-hours basis. This is not a contract of employment with regular hours. Each shift accepted is a separate engagement.

1.2. No obligation to offer work. The Employer is not obliged to offer any minimum number of hours, shifts, or any work at all.

1.3. No obligation to accept work. The Worker is not obliged to accept any offer of work. The Worker may decline shifts without giving reasons and without consequence.

1.4. Depending on the working pattern, the Worker may be classified as a "worker" under section 230(3)(b) of the Employment Rights Act 1996, with the rights that flow from that status (paid holiday, NMW, protection from unlawful deductions, etc.).

2. Role

2.1. The Worker will perform the role of [jobTitle] when shifts are offered and accepted.

2.2. Place of work: [workLocation].

3. Offer and Acceptance of Shifts

3.1. The Employer will, where reasonably practicable, give at least 48-hours of available shifts.

3.2. Acceptance must be by reply (text, email, or in writing) before the shift starts.

3.3. The Employer may cancel shifts. Where a shift is cancelled within 4 hours of the start time and the Worker has already travelled, the Employer may, at its discretion, pay a goodwill fee to recognise the inconvenience.

4. Pay

4.1. The Worker will be paid [hourlyRate] per hour worked, weekly in arrears by BACS transfer, subject to deductions for income tax and National Insurance.

4.2. The hourly rate is at or above the applicable National Minimum Wage / National Living Wage for the Worker's age. Rates will be reviewed in line with statutory increases.

5. No Exclusivity

5.1. The Worker is free to work for other employers. Any clause requiring exclusivity is unlawful and unenforceable under the Exclusivity Terms in Zero Hours Contracts (Redress) Regulations 2015.

6. Holiday Pay

6.1. The Worker accrues holiday pay at 12.07% of hours worked (equivalent to 5.6 weeks per year for full-year workers), calculated on a rolling basis.

6.2. Holiday pay will be paid when the Worker takes leave (or, where lawfully permissible, with each pay slip if the parties agree to a "rolled-up" arrangement, marked separately on the pay slip).

7. Sick Pay

7.1. The Worker may be entitled to Statutory Sick Pay (SSP) if eligibility criteria are met under the Social Security Contributions and Benefits Act 1992.

8. Right to Predictable Terms (Workers Act 2023)

8.1. After 26 weeks of service (where the work pattern lacks predictability), the Worker has the right to make a written request for more predictable terms. The Employer will consider any such request fairly and respond within 1 month.

9. Conduct

9.1. The Worker will:

(a) attend punctually for accepted shifts;

(b) follow reasonable instructions and the Employer's policies (health and safety, equality, data protection);

(d) not work while under the influence of alcohol or drugs.

10. Termination

10.1. Either party may end this arrangement at any time by giving notice (verbally or in writing). No specific notice period applies between assignments.

10.2. The Employer may terminate without notice for gross misconduct.

11. Confidentiality and Data Protection

11.1. The Worker will keep confidential the Employer's confidential information.

11.2. The Employer will process the Worker's personal data in accordance with the UK GDPR.

12. Governing Law

12.1. This Agreement is governed by the law of England and Wales.

Signed for and on behalf of the Employer:

Name: ____________________________

Signature: _________________________

Date: ____________________________

Signed by the Worker:

Name: [workerName]