If you aren't sure if your business is fully HR compliant, click here for your free HR Health Check

If you need any advice or support on an HR issue get in touch, we're here to help.

3 + 15 =

Zero hours holiday calculation

This is a free resource to calculate the holiday entitlement for employees who work a zero hours hours contract. The calculation will not appear on the screen, but will be e-mailed if you subscribe to our mailing list with a valid e-mail address.

Use this calculator to calcualte the amount and value of holidays for employees workin on a zero hours contract.

We recommend employers only use zero-hours agreements where work genuinely fluctuates and where the flexibility of these agreements suits both parties. Employers should avoid the practice of issuing zero hours agreements on a blanket basis to new or part time staff.

We recommend that you ensure that you are fully aware which contracts are appropriate under which circumstances, so that  zero-hours  agreements are not made for those staff for whom they are not appropriate.

Employers should monitor the working patterns and other aspects of the engagement of zero-hours workers to avoid the risk of someone who initially could genuinely be described as a worker drifting into employee status.

Where the nature of the relationship with an individual worker does change over time,we advise the issue of new  a new contract reflecting their status. This will avoid disputes and also maintain good relationships with staff who will feel more valued.

Tthe term “zero hours contract” does not have a specific legal meaning, so contracts with this label differ from organisation to organisation. However, any zero hours contract should make the following points clear:

  • Whether the individual is classed as an employee, a worker or a self-employed contractor, as this will determine his or her employment rights
  • The business need driving the zero hours arrangement Rates of pay;
  • How holidays and holiday pay will be dealt with and calculated;
  • Whether the individual is obliged to accept work that is offered;
  • Any restrictions on the individual working for other employers in between engagements;
  • How the relationship will be brought to an end.
People Based HR

FREE
VIEW