Are zero hours workers entitled to sick pay

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Does zero Hour get sick pay?

If you’re on a zero hours contract, you can still get sick pay – you should ask your employer for it.

What are zero hour workers entitled to?

Zero-hours workers are entitled to statutory annual leave and the National Minimum Wage in the same way as regular workers. You cannot do anything to stop a zero-hours worker from getting work elsewhere. The law says they can ignore a clause in their contract if it bans them from: looking for work.

How is SSP calculated on a zero hours contract?

How much Statutory Sick Pay do zero hours contract workers get? Zero hours workers can get £95.85 a week SSP for up to 28 weeks. Staff only get SSP for the days they’re scheduled to work and don’t get it for the first three days they’re off. You’ll pay your staff in the same way you do their normal wages.

In what circumstances would an employee not qualify for SSP?

Employees do not qualify for SSP if they: have received the maximum amount of SSP (28 weeks) are getting Statutory Maternity Pay or Maternity Allowance – there are special rules for pregnant women and new mothers who do not get these payments.

Do I have to work Christmas Day on a zero hour contract?

A zero hours contract simply means that they do not guarantee you any work. You are still entitled to holiday pay etc and this should have been detailed in the contract. As it is a zero hours contract you could just say that you are not available to work that day – it works both ways.

What are the benefits of a zero hour contract?

The biggest advantage of using zero-hours contracts is flexibility. For any organisation, it is invaluable to be able to respond quickly and effectively to business fluctuations. Engaging people on zero hours contracts allows employers: to deal with an unforeseen event (e.g. to manage a sudden increase in demand)

Can you sack someone on a zero hour contract?

Yes, a zero-hours contract can be terminated. If you are a ‘worker’ on a zero hours contract then you do not have the right to statutory minimum notice, nor protection against unfair dismissal and the right to a redundancy payment. In other words, the ’employer’ can simply never hire you again.