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Zero Hours Justice can only provide you with information about the law and your rights. We are not regulated to give specific legal advice. If your case is complex, we may request legal advice from an external solicitor, which we will then share with you.
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frequently asked questions
We are regularly asked for advice by workers on zero hours contracts, so, for the benefit of all, we have put together this page of frequently asked questions and answers.
If, after the reading the information below, you still require help with your case, please drop us a message here or call our helpline.
Click on any question to see the answer appear on screen.
If, after the reading the information below, you still require help with your case, please drop us a message here or call our helpline.
Click on any question to see the answer appear on screen.
Am i on a zero hours contract?
In the United Kingdom, under section 27A of the Employment Rights Act 1996, a zero hours contract is a contract for employment or work where:
You have the right to turn down work when offered and your employer can cancel work previously offered at short notice. In either situation, you would not typically be paid. Your contract will say whether you are paid for shifts cancelled by your employer at short notice.
If your employer does not offer you work, or cancels previously offered work at short notice, they cannot prevent you from working elsewhere to make up for any financial shortfall.
If your contract has a clause that says you cannot turn down work offered or you cannot work for anyone else, you can ignore the clause, as it is unlawful. Alternatively, you might be able argue that you are not on a genuine zero hours contract and hence should be paid for shifts cancelled at short notice.
- you agree to carry out work if your employer offers work;
- your employer does not guarantee that they will offer you work.
You have the right to turn down work when offered and your employer can cancel work previously offered at short notice. In either situation, you would not typically be paid. Your contract will say whether you are paid for shifts cancelled by your employer at short notice.
If your employer does not offer you work, or cancels previously offered work at short notice, they cannot prevent you from working elsewhere to make up for any financial shortfall.
If your contract has a clause that says you cannot turn down work offered or you cannot work for anyone else, you can ignore the clause, as it is unlawful. Alternatively, you might be able argue that you are not on a genuine zero hours contract and hence should be paid for shifts cancelled at short notice.
Am i an employee or a worker?
An employee is a type of worker, but not all workers are employees. If you are on a zero hours contract, you could be either a worker or an employee. Your contract or written particulars of employment should usually state
If you are worker (but not an employee), you are entitled to:
Workers are not entitled to:
Even if your contract states that you are a worker, you may be able to argue an employee if, in reality, you are required to do the work personally, are well-integrated into an organisation and have developed a pattern of regular work over time. This would give you access to greater level of employment rights.
Unfortunately, an employer may well like refer to the specific wording of the contract to determine whether you are a worker or an employee and/or on a zero hours contract. So, you may well have to enforce your rights by going to an employment tribunal, which will look at the day-to-day reality of a working relationship and not just the wording of the contract.
If you are worker (but not an employee), you are entitled to:
- pay that is equal to or higher than the National Minimum Wage
- the right to be paid for all work done;
- the statutory minimum annual holiday entitlement of 5.6 weeks
- the statutory minimum length of rest breaks
- the right not work more than 48 hours a week, unless you choose to opt out of the Working Time Directive
- protection against unlawful discrimination
- protection for whistleblowers who report wrongdoing in the workplace
- the right not be treated less favourably if you work part-time
- statutory sick pay if you work earn more than £120 on average a week.
Workers are not entitled to:
- minimum notice periods
- protection against unfair dismissal
- the right to request flexible working
- time off for emergencies
- statutory redundancy pay
Even if your contract states that you are a worker, you may be able to argue an employee if, in reality, you are required to do the work personally, are well-integrated into an organisation and have developed a pattern of regular work over time. This would give you access to greater level of employment rights.
Unfortunately, an employer may well like refer to the specific wording of the contract to determine whether you are a worker or an employee and/or on a zero hours contract. So, you may well have to enforce your rights by going to an employment tribunal, which will look at the day-to-day reality of a working relationship and not just the wording of the contract.
Is there a limit on the number of hours i have to work?
Under the Working Time Regulations 1998, if you are worker or employee, you have right not to work more than 48 hours in an average week and daily and weekly rest periods and rest breaks.
You can opt out of the Working Time Regulations, so that you can work more than 48 hours in a week. However, your employer cannot force you to opt out and cannot penalise you if you choose not to opt out.
If you have previously opted out, you can opt back into the Working Time Regulations by giving seven days' written notice to your employer.
If you are on a zero hours contract but find that you are regularly working the same number of hours or regularly working a high number of hours over a long period of time, you may be able to argue that you are a permanent and part-time/full-time employee.
You can opt out of the Working Time Regulations, so that you can work more than 48 hours in a week. However, your employer cannot force you to opt out and cannot penalise you if you choose not to opt out.
If you have previously opted out, you can opt back into the Working Time Regulations by giving seven days' written notice to your employer.
If you are on a zero hours contract but find that you are regularly working the same number of hours or regularly working a high number of hours over a long period of time, you may be able to argue that you are a permanent and part-time/full-time employee.
how much should i be paid?
The minimum hourly pay you are entitled is the National Minimum Wage (NMW), which varies according to your age. The employer is allowed to make certain work-related deductions from your pay as long as you agree to it or it is stated in your contract. However, such deductions should not take your pay to below the minimum wage.
For April 2020 to March 2021, the NMW was:
For April 2020 to March 2021, the NMW was:
Age |
April 2020 - March 2021 |
25 and over |
£8.72 |
21 to 24 |
£8.20 |
18 to 20 |
£6.45 |
Under 18 |
£4.55 |
Apprentice |
£4.15 |
From April 2021 until March 2022, the NMW increased to:
Age |
April 2021 - March 2022 |
23 and over |
£8.91 |
21 to 22 |
£8.36 |
18-20 |
£6.56 |
16-17 |
£4.62 |
Apprentices under 19 Apprentices over 19 and in first year of apprenticeship |
£4.30 |
From April 2022 to March 2023, the current rate of NMW is:
Age |
April 2022 - March 2023 |
23 and over |
£9.50 |
21 to 22 |
£9.18 |
18-20 |
£6.83 |
16-17 |
£4.81 |
Apprentices under 19 Apprentices over 19 and in first year of apprenticeship |
£4.81 |
From April 2023, the NMW will increase to:
Age |
April 2023 - March 2024 |
23 and over |
£10.42 |
21 and 22 |
£10.18 |
18-20 |
£7.49 |
16-17 |
£5.28 |
Apprentices under 19 Apprentices over 19 and in first year of apprenticeship |
£5.28 |
How much holiday am i entitled to?
In July 2022, in Brazel v The Harper Trust, the Supreme Court ruled that hourly-paid employees and workers who work throughout the year, but not necessarily every week, are to be treated as "part-year workers", so should be entitled to the full holiday entitlement of 5.6 weeks.
Previously, it was common to calculate holiday entitlement by multiplying the number of hours worked by 12.07%. In the same case, the Supreme Court has ruled that this approach is now unlawful as it effectively caps the number of hours that a zero hours "part-year" worker is entitled to take as annual leave. We are aware that some employers are continuing to use this method and this could lead to workers being denied the right amount of paid annual leave. If this has happened to you within the last three months, you may be able to legal action against your employer.
If you are looking to take only part of a week as annual leave, then the main problem is knowing what constitutes a day's leave, as there is no legal definition. Some hourly paid workers may work 7-8 hours in a shift, others may work less than that. So a day's leave depends on your own situation. One would expect that the typical length of a shift is what amounts to a day's leave, but this is not a guarantee.
It's important to note that this Supreme Court judgement only applies to hourly-paid workers, not part-time workers who work fixed hours or days each week. If you are employed on a zero hours contract, you are not a part-time worker. However, if it turns out that, despite being employed on a zero hours contract, you are regularly working fixed days or hours each week, then you may be able to argue that you are a part-time worker.
It also does not apply to genuine casual workers who are offered on work on an ad hoc basis. However, we are aware that many employers do use casual workers in a way that is far from casual. If that is the case, then you may be entitled to 5.6 weeks annual leave.
It is important to note that you are not completely free to take your holiday whenever you want. You do have to follow your employer's policy for booking holiday and this should be stated in your contract or staff handbook. An employer can refuse requests for annual leave but they must give as much notice as the length of leave requested, plus one day. An employer can also refuse annual leave at particular times of the year, such as peak periods, but they cannot stop an employee or worker from taking their leave at all.
Previously, it was common to calculate holiday entitlement by multiplying the number of hours worked by 12.07%. In the same case, the Supreme Court has ruled that this approach is now unlawful as it effectively caps the number of hours that a zero hours "part-year" worker is entitled to take as annual leave. We are aware that some employers are continuing to use this method and this could lead to workers being denied the right amount of paid annual leave. If this has happened to you within the last three months, you may be able to legal action against your employer.
If you are looking to take only part of a week as annual leave, then the main problem is knowing what constitutes a day's leave, as there is no legal definition. Some hourly paid workers may work 7-8 hours in a shift, others may work less than that. So a day's leave depends on your own situation. One would expect that the typical length of a shift is what amounts to a day's leave, but this is not a guarantee.
It's important to note that this Supreme Court judgement only applies to hourly-paid workers, not part-time workers who work fixed hours or days each week. If you are employed on a zero hours contract, you are not a part-time worker. However, if it turns out that, despite being employed on a zero hours contract, you are regularly working fixed days or hours each week, then you may be able to argue that you are a part-time worker.
It also does not apply to genuine casual workers who are offered on work on an ad hoc basis. However, we are aware that many employers do use casual workers in a way that is far from casual. If that is the case, then you may be entitled to 5.6 weeks annual leave.
It is important to note that you are not completely free to take your holiday whenever you want. You do have to follow your employer's policy for booking holiday and this should be stated in your contract or staff handbook. An employer can refuse requests for annual leave but they must give as much notice as the length of leave requested, plus one day. An employer can also refuse annual leave at particular times of the year, such as peak periods, but they cannot stop an employee or worker from taking their leave at all.
How much should i Receive if I take annual leave?
As a result of the Supreme Court decision in Brazel v The Harper Trust (2002), mentioned in the previous section, the only legitimate method for calculating holiday pay is the Calendar Week method. Whenever you request annual leave, the employer has to work out your average weekly pay over the last 52 weeks, excluding any weeks you did not work.
Some employers to roll-up accrued holiday pay with the normal pay so that it was paid every paid period. You should be aware that this approach was ruled unlawful in 2006. Every time you work, you accrue holiday and this should be available for you to take at a time of your choice (subject to certain limits).
Some employers to roll-up accrued holiday pay with the normal pay so that it was paid every paid period. You should be aware that this approach was ruled unlawful in 2006. Every time you work, you accrue holiday and this should be available for you to take at a time of your choice (subject to certain limits).
DO I LOSE ANY HOLIDAY IF I AM ON SICK LEAVE?
When you off work because of ill health, you continue to accrue your usual holiday entitlement.
Of course, it is unlikely that your employer will offer you work until you are fit enough to carry out your role. However, your employer cannot assume that you will be off sick for a week, if you have only called in sick for a day.
Furthermore, they cannot use sick leave as an excuse to not offer you work because you have a disability or medical condition. This is discrimination. They should consider whether you are able to work once reasonable adjustments are made.
If you take holiday during or after sick leave, the amount of holiday pay will be calculated as described above.
Of course, it is unlikely that your employer will offer you work until you are fit enough to carry out your role. However, your employer cannot assume that you will be off sick for a week, if you have only called in sick for a day.
Furthermore, they cannot use sick leave as an excuse to not offer you work because you have a disability or medical condition. This is discrimination. They should consider whether you are able to work once reasonable adjustments are made.
If you take holiday during or after sick leave, the amount of holiday pay will be calculated as described above.
am i entitled to statutory sick pay?
If you are a zero hours worker, you should first check your contract to see whether you are eligible for your employer's sick pay scheme. An occupational sick pay scheme cannot pay less than Statutory Sick Pay (SSP).
To qualify for SSP you must:
SSP is currently set at £99.35 per week. It is usually payable from day 4 of your absence from work.
The level of SSP may not be enough to make up for any pay lost due to being off work. If this is the case, you can also apply for Universal Credit.
You will not qualify if you:
If you are unable to claim SSP and you are below the State Pension age, you may be able to claim Employment and Support Allowance.
To qualify for SSP you must:
- have done some work for your employer.
- earn an average of at least £123 per week.
SSP is currently set at £99.35 per week. It is usually payable from day 4 of your absence from work.
The level of SSP may not be enough to make up for any pay lost due to being off work. If this is the case, you can also apply for Universal Credit.
You will not qualify if you:
- have received the maximum amount of Statutory Sick Pay (28 weeks).
- are receiving Statutory Maternity Pay.
If you are unable to claim SSP and you are below the State Pension age, you may be able to claim Employment and Support Allowance.
should i have written evidence of my zero hours contract
Your employer must provide a written statement of terms (your contract) on or before the first day of work. There is some leeway but they should definitely provide it within the first two months of work.
If you have not been given a written contract, you should try to resolve the matter informally with your manager or raise a formal grievance. If your employer still does not provide you with a written contract, it may be a good idea to write to your employer stating what you understand the terms of your contract to be. Unfortunately, there is not much you can do beyond that. However, if you subsequently have another dispute with your employer, such lack of payment of wages or unfair dismissal, you can bring an additional legal claim against your employer for failure to provide a written contract.
At any rate, your employer has to provide you with itemised payslips. If you are paid on an hourly basis, the payslip should also show the number of hours for which you have been paid. These, along with any correspondence, can be used as evidence of a contract between you and your employer.
If you have not been given a written contract, you should try to resolve the matter informally with your manager or raise a formal grievance. If your employer still does not provide you with a written contract, it may be a good idea to write to your employer stating what you understand the terms of your contract to be. Unfortunately, there is not much you can do beyond that. However, if you subsequently have another dispute with your employer, such lack of payment of wages or unfair dismissal, you can bring an additional legal claim against your employer for failure to provide a written contract.
At any rate, your employer has to provide you with itemised payslips. If you are paid on an hourly basis, the payslip should also show the number of hours for which you have been paid. These, along with any correspondence, can be used as evidence of a contract between you and your employer.
WHAT HAPPENS TO MY JOB IF MY EMPLOYER IS TAKEN OVER?
If your employer is taken over by another organisation, you will naturally worry whether you still have a job. Fortunately, if you are not made redundant or your employer is insolvent, then your job should be transferred to the new business owner, with the same employment terms and conditions. It should not disrupt any continuity of employment.
Your job is protected under the Transfer of Undertakings (Protection of Employment) Regulations if you are an employee. But an employee in these circumstances is anyone who works for someone else, either under a contract of service or apprenticeship or otherwise. It should therefore apply to zero hours contracts. It does not apply to those who provide services under a contract for services, such as a self-employed contractor or some agency workers.
Your job is protected under the Transfer of Undertakings (Protection of Employment) Regulations if you are an employee. But an employee in these circumstances is anyone who works for someone else, either under a contract of service or apprenticeship or otherwise. It should therefore apply to zero hours contracts. It does not apply to those who provide services under a contract for services, such as a self-employed contractor or some agency workers.
WILL I LOSE MY JOB IF I DON'T GO TO WORK BECAUSE I FEEL IT'S TOO DANGEROUS?
Your employer has a legal duty of care towards your safety in the workplace. You do have a legal right not to be penalised for leaving the workplace in case of "danger" that you "reasonably believed to be serious and imminent" and for taking appropriate protective steps in such circumstances. It is also automatically unfair to dismiss an employee for this.
The existing law give workers the right not to be subjected to a detriment for leaving the workplace in case of ‘danger’ which the worker ‘reasonably believed to be serious and imminent’ and for taking appropriate protective steps in such circumstances. It is also automatically unfair to dismiss an employee for such reasons. But if you are on a zero hours contract, it is not clear how much protection you have, as the nature of your contract is that you are only paid when you work.
You should certainly discuss your concerns with your employer. If you decide to stay out of the workplace for the sake of safety, a good employer should support you. However, if you are penalised, you may have to take your employer to court - in the current climate, this may take some time and any financial relief may come too late.
Making workplaces COVID-secure
Your employer has a legal duty of care towards your safety. The government has provided guidance for employers to follow in order to reduce the risk of catching Covid-19. Whilst it can be quite detailed and varies depending on the sector and type of workplace, the minimum your employer should be doing is:
If it is not possible to socially distance at two metres, then the employer should mitigate for the increased risk, such as using screens or barriers to separate people, make sure people are working back to back or side to side instead of face to face, stagger arrival and departure times or reduce the number of people you come into contact with.
The existing law give workers the right not to be subjected to a detriment for leaving the workplace in case of ‘danger’ which the worker ‘reasonably believed to be serious and imminent’ and for taking appropriate protective steps in such circumstances. It is also automatically unfair to dismiss an employee for such reasons. But if you are on a zero hours contract, it is not clear how much protection you have, as the nature of your contract is that you are only paid when you work.
You should certainly discuss your concerns with your employer. If you decide to stay out of the workplace for the sake of safety, a good employer should support you. However, if you are penalised, you may have to take your employer to court - in the current climate, this may take some time and any financial relief may come too late.
Making workplaces COVID-secure
Your employer has a legal duty of care towards your safety. The government has provided guidance for employers to follow in order to reduce the risk of catching Covid-19. Whilst it can be quite detailed and varies depending on the sector and type of workplace, the minimum your employer should be doing is:
- Carry out a risk assessment and make the results available to you;
- Place hand sanitisers throughout the workplace, not just in the washrooms;
- Clean and disinfect busy areas and objects and surfaces that are regularly touched;
- Make it easier for people to socially distance at two metres, such as signs, markings on the floor, one-way traffic flow and seeing visitors by appointment if possible.
If it is not possible to socially distance at two metres, then the employer should mitigate for the increased risk, such as using screens or barriers to separate people, make sure people are working back to back or side to side instead of face to face, stagger arrival and departure times or reduce the number of people you come into contact with.
AM I ENTITLED TO BE PAID IF MY HOURS ARE SUDDENLY CUT?
The nature of a zero hours contract is that the the employer is not obliged to offer work and the worker or employer is not obliged to accept work. You are paid for the hours you work and you are not paid for the hours you don't work.
However, despite the zero hours contracts being intended for use where work levels frequently fluctuate, we have found that many zero hours workers end up working regular hours for a long period of time. They are still vulnerable to having work suddenly disappear or being significantly reduced, as was seen during the Covid 19 pandemic.
If you are employed on a zero hours contract and find the amount of work offered suddenly drops or disappears, this is known as short time working or temporary lay off. Another word for temporary lay off is furlough. If you have been working regular hours for a long period of time, you may be able to argue that you are no longer on a zero hours contract and hence entitled to receive full pay while temporarily laid off or on reduced hours. You may be able to resolve this matter internally with your employer or you may have to go to an employment tribunal.
However, despite the zero hours contracts being intended for use where work levels frequently fluctuate, we have found that many zero hours workers end up working regular hours for a long period of time. They are still vulnerable to having work suddenly disappear or being significantly reduced, as was seen during the Covid 19 pandemic.
If you are employed on a zero hours contract and find the amount of work offered suddenly drops or disappears, this is known as short time working or temporary lay off. Another word for temporary lay off is furlough. If you have been working regular hours for a long period of time, you may be able to argue that you are no longer on a zero hours contract and hence entitled to receive full pay while temporarily laid off or on reduced hours. You may be able to resolve this matter internally with your employer or you may have to go to an employment tribunal.
CAN I OR MY EMPLOYER TERMINATE MY CONTRACT WITHOUT NOTICE?
In theory, if you are a zero hours contract, both you and your employer can terminate the contract without notice. This is particularly true if there is no written contract and your employer has made clear that you are on a zero hours contract.
However, if there is a written contract, then notice periods for terminating the contract will be specified in the contract. In this case, you would have to give notice. If you do not serve a contractual notice period, then your employer could sue you for breach of contract. Similarly, if your employer sacks you without giving the contractual notice period, you may be able to sue for breach of contract, depending on whether you already had allocated work during what would have been your contractual notice period.
Even if there isn't notice period stated in your contract, your employer may ask you to work your notice. You are not obliged to. However, it may be a good idea to do so in order to remain on good terms with your employer, obtain a good reference and avoid messy legal disputes. The statutory minimum notice period is at least a week if you have worked for your employer for at least a month.
If you are working your notice period, you still have the freedom to turn down work that is offered to you. It is not clear whether you can turn down work that was offered and your previously accepted prior to giving notice. However, you are also entitled to take holiday, if you have any left, or sick leave. Your employer is also not obliged to offer you work during your notice period. So it is quite possible that you end up doing no work during your notice period.
However, if there is a written contract, then notice periods for terminating the contract will be specified in the contract. In this case, you would have to give notice. If you do not serve a contractual notice period, then your employer could sue you for breach of contract. Similarly, if your employer sacks you without giving the contractual notice period, you may be able to sue for breach of contract, depending on whether you already had allocated work during what would have been your contractual notice period.
Even if there isn't notice period stated in your contract, your employer may ask you to work your notice. You are not obliged to. However, it may be a good idea to do so in order to remain on good terms with your employer, obtain a good reference and avoid messy legal disputes. The statutory minimum notice period is at least a week if you have worked for your employer for at least a month.
If you are working your notice period, you still have the freedom to turn down work that is offered to you. It is not clear whether you can turn down work that was offered and your previously accepted prior to giving notice. However, you are also entitled to take holiday, if you have any left, or sick leave. Your employer is also not obliged to offer you work during your notice period. So it is quite possible that you end up doing no work during your notice period.
CAN I BE MADE REDUNDANT?
There a number of ways for selecting staff for redundancy, but the following are particularly relevant to zero hours contract workers.
By length of service
Some employers may look at how long you have worked with them. Those who have worked the shortest will be made redundant first. Even if you have been working for your employer on a zero hours contract for more than two years, periods of non-work may count as breaks in continuous employment. Continuous employment is not broken by sick leave, maternity or paternity leave, parental leave, adoption leave, sick leave and temporary lay-offs.
By staff appraisal markings
The nature of zero hours contracts means that you may not have had any or very few appraisals.
Everyone you work with is being made redundant
The employer is closing down a whole unit, operation, branch, etc.
How ever you are selected for redundancy, you are entitled to speak to your employer about why you are being made redundant and whether there are alternatives to redundancy (such as reduced hours, a pay cut, an alternative role, etc.)
By length of service
Some employers may look at how long you have worked with them. Those who have worked the shortest will be made redundant first. Even if you have been working for your employer on a zero hours contract for more than two years, periods of non-work may count as breaks in continuous employment. Continuous employment is not broken by sick leave, maternity or paternity leave, parental leave, adoption leave, sick leave and temporary lay-offs.
By staff appraisal markings
The nature of zero hours contracts means that you may not have had any or very few appraisals.
Everyone you work with is being made redundant
The employer is closing down a whole unit, operation, branch, etc.
How ever you are selected for redundancy, you are entitled to speak to your employer about why you are being made redundant and whether there are alternatives to redundancy (such as reduced hours, a pay cut, an alternative role, etc.)
IF I AM MADE REDUNDANT, AM I ENTITLED TO REDUNDANCY PAY?
If you are an employee with at least two years continuous employment with your employer, then you are entitled to statutory redundancy pay, which is calculated as follows:
If you are on a zero hours contract, it may be more difficult to show you have at two years' of continuous service if you have had periods where you didn't work or if your contract or agreement specifically mentions that there is no continuity of employment. If you can show that you have had a regular pattern of working, such as a similar number of hours each week, then this would a first stop towards establishing a right to redundancy pay.
Workers are not entitled to redundancy pay. However, if you can show that you are sufficiently integrated into the organisation and your employer exercises a degree of control over how your do your job, then you may be able to argue that you are an employee.
- half a week's pay for each full year you were under 22;
- one week's pay for each full year you were between 22 and 41;
- one and a half week's pay for each full year you were over 41.
If you are on a zero hours contract, it may be more difficult to show you have at two years' of continuous service if you have had periods where you didn't work or if your contract or agreement specifically mentions that there is no continuity of employment. If you can show that you have had a regular pattern of working, such as a similar number of hours each week, then this would a first stop towards establishing a right to redundancy pay.
Workers are not entitled to redundancy pay. However, if you can show that you are sufficiently integrated into the organisation and your employer exercises a degree of control over how your do your job, then you may be able to argue that you are an employee.
I HAVE NOT BEEN OFFERED WORK FOR SOME TIME. CAn I APPLy FOR REDUNDANCY?
Being on a zero hours contract, you may find that you have not been offered work for some time but have not formally been dismissed. If you can show that you are an employee (not a worker) with two years' continuous service, then you are eligible to apply for redundancy and claim statutory redundancy pay, if you have not been offered work for more than four weeks in a row or more than six, non-consecutive weeks in a 13-week period.
Your employer should respond within seven days. If they accept your claim, then you have three weeks from the seventh day after you submitted your claim to hand in your notice. You should then be paid your redundancy pay upon leaving at the end of your notice period. If your employer did not respond to your original claim, you can assume that they have accepted your claim and act accordingly.
Your redundancy paid should calculated as explained in the previous section.
If your employer rejects your original claim, they should give you written counter-notice. This means that they expect work to become available within four weeks and last for at least 13 weeks.
Your employer should respond within seven days. If they accept your claim, then you have three weeks from the seventh day after you submitted your claim to hand in your notice. You should then be paid your redundancy pay upon leaving at the end of your notice period. If your employer did not respond to your original claim, you can assume that they have accepted your claim and act accordingly.
Your redundancy paid should calculated as explained in the previous section.
If your employer rejects your original claim, they should give you written counter-notice. This means that they expect work to become available within four weeks and last for at least 13 weeks.
