A zero-hours label does not settle your employment status. Some zero-hours staff are employees; others are legally workers. In Great Britain, statutory redundancy pay and ordinary unfair-dismissal protection generally depend on employee status and at least two years' continuous employment. A worker who is not an employee generally does not get statutory redundancy pay or statutory dismissal notice, but still has rights such as minimum wage and paid holiday. Northern Ireland has separate rules and rates.
Gaps between assignments can affect continuous employment; some absences and temporary cessations of work can preserve it. Do not assume every week without a shift either breaks or preserves continuity: check the arrangement and get advice if unclear.
Statutory redundancy pay uses age, up to 20 years' qualifying service, and capped gross weekly pay. For variable pay, Acas explains the 12-week reference period and replacing weeks without pay with earlier paid weeks where appropriate; the calculation is not always simply the last 12 calendar weeks. For dismissals subject to the Great Britain limit from 6 April 2026, the weekly cap is £751 (maximum statutory payment £22,530); the applicable limit depends on the relevant dismissal date and differs in Northern Ireland. Use the official calculator and check contractual enhancements separately.
Employers should consult employees fairly before deciding on redundancy, consider alternatives and use fair selection where relevant. The Acas disciplinary and grievance Code does not apply to redundancy dismissals, and there is no general statutory right to be accompanied at every individual redundancy consultation or an automatic statutory appeal right; Acas recommends allowing accompaniment and an appeal as good practice. Collective consultation rules apply in qualifying larger exercises.
Check statutory or contractual notice for employees, outstanding wages and accrued holiday pay for workers as well as employees. Notice pay for variable-hours staff requires its own calculation and is not automatically the same as redundancy pay. If the dismissal seems unfair, note the effective termination date and take advice quickly: many GB tribunal claims require Acas early conciliation notified within three months less one day; NI uses the LRA.
Action steps: check contract and employee status; establish start date and continuity; obtain payslips and the written redundancy calculation; check notice, holiday and wages separately; ask about selection and alternative work; check the official calculator and the applicable deadline.
Explore: https://myredundancyrights.co.uk/action-plan · https://myredundancyrights.co.uk/my-rights · https://myredundancyrights.co.uk/legality-checker
Official sources: Acas employment status; Acas redundancy pay; GOV.UK redundancy pay limits; nidirect redundancy pay (NI); Acas redundancy consultations. General information only.