Zero-hours contract vs Part-time (guaranteed hours)
Side-by-side comparison, when-to-use-each guide, and instant conversion. Reviewed for 2026.
Flexible lifestyle needed, secondary income, students, some care roles.
Financial security needed, mortgage application, benefits assessment, childcare planning.
| Aspect | Zero-hours contract | Part-time (guaranteed hours) |
|---|---|---|
| Guaranteed hours | None | Yes |
| Notice period | Usually 1 week (if any) | Statutory minimum |
| Holiday pay | Yes (12.07% of hours worked) | Yes (pro-rata) |
| Sick pay | Statutory only | Statutory minimum (often more) |
| Mortgage/rental applications | Difficult | Easier |
| Requesting stable hours (2023 act) | After 26 weeks, right to request | N/A — already guaranteed |
Frequently asked
Are zero-hours contracts legal?
Yes in the UK. However, 'exclusivity clauses' (forbidding zero-hours workers from working elsewhere) have been banned since 2015. The Workers (Predictable Terms and Conditions) Act 2023 added the right to request predictable hours after 26 weeks — not a right to receive them, but an employer must give reasons for any refusal.
Can I get Universal Credit on a zero-hours contract?
Yes. Universal Credit adjusts monthly based on your actual earnings — ideal in theory for variable income. In practice, the monthly assessment cycles don't align perfectly with irregular pay dates, sometimes causing unexpected payment gaps or overpayments that must be repaid.