Getting paid the right amount, on time, with a payslip you can actually understand shouldn’t be complicated — but for hourly-paid and shift workers, it often is. Rates change every April, payslips vary by employer, and rotas that shift week to week make it hard to know if you’re even being paid correctly. This guide walks through the pay rights that matter most: minimum wage, payslips, holiday pay, rest breaks, deductions, and what to do if you think you’ve been short-changed. Every figure below links back to the official source so you can check it yourself.

Are you a “worker” under UK law?

Most of these rights apply to anyone classed as a “worker,” not just employees on a fixed contract. That covers most zero-hours, casual, agency, and shift-based staff. If you turn up, get told when and where to work, and get paid for it, you’re almost certainly covered — regardless of what your contract calls you.

National Minimum Wage rates from April 2026

From 1 April 2026, the National Living Wage for workers aged 21 and over rose to £12.71 an hour, up from £12.21. The rate for 18-20 year olds increased to £10.85, and the rate for under-18s and apprentices rose to £8.00. Where an employer provides accommodation, they can only offset up to £11.10 a day against your pay before it counts towards a minimum wage breach (see the current rates on GOV.UK).

These are averages calculated over your whole pay reference period, so unpaid trial shifts, unpaid travel between sites during a shift, or an untracked training session can quietly drag your average pay below the legal floor. This is where logging every shift — including the ones your rota system conveniently forgets — matters. wac exists so your hours are recorded independently of whatever your employer’s system says you worked. It’s also worth pairing a pay rise with better habits around what you actually keep — see our guide on how to keep more of what you earn this year.

What your payslip has to show you

Every worker has the right to an itemised pay statement, given to you at or before payday (GOV.UK). It must show your gross pay, every deduction and what each one is for, and your net pay. If your pay varies depending on hours worked, your payslip also has to show the number of hours you’re being paid for. If yours doesn’t do this, that’s not just unhelpful — it’s your employer failing a legal requirement.

Holiday pay and entitlement

Almost all workers are entitled to 5.6 weeks of paid holiday a year, which works out to 28 days for someone working a standard five-day week — and 28 days is the legal cap even if you work six days (GOV.UK). If your hours are irregular, holiday builds up (accrues) based on what you’ve actually worked, rather than a fixed number of days. Holiday pay should reflect your normal average pay, so regular shift premiums and overtime can push it higher than people expect.

Rest breaks and maximum weekly hours

If you work more than 6 hours in a day, you’re entitled to an uninterrupted 20-minute break (GOV.UK). You’re also entitled to 11 hours’ rest between shifts — so if you finish at 8pm, you shouldn’t be starting again before 7am. On top of that, average working time is capped at 48 hours a week, usually averaged over 17 weeks, unless you’ve voluntarily opted out in writing — and your employer can’t force you to opt out or treat you unfairly for refusing (GOV.UK).

Deductions from your pay: what’s actually allowed

An employer can only deduct money from your pay if you agreed to it in writing beforehand, it’s a statutory deduction like tax or National Insurance, or a court has ordered it. Deductions generally can’t take you below minimum wage, and outside of your final payslip, an employer usually can’t recover more than 10% of your gross pay in one go for an overpayment (Acas). If a deduction shows up that you didn’t agree to, you’re entitled to ask exactly what it’s for.

What to do if you think you’ve been underpaid

Start by talking to your employer, or asking in writing to see their pay records. If that doesn’t resolve it, you can contact HMRC’s National Minimum Wage complaints line, or call the free, confidential Acas helpline on 0300 123 1100 (GOV.UK). You can complain anonymously — HMRC does not have to disclose who raised it. If an investigation confirms underpayment, HMRC can order your employer to pay the arrears plus a penalty on top. We’ve written a full walkthrough in What do I do if I’ve been underpaid?

Having your own record of hours worked, separate from your employer’s rota or clocking system, makes this whole process faster and a lot less he-said-she-said. That’s the gap wac is built to close: log your shifts as you work them, and you’ve got an independent record the moment a query comes up.

FAQ

Do these rights apply to zero-hours contract workers?
Yes. Minimum wage, payslips, holiday pay, and rest breaks all apply to “workers,” which includes most zero-hours and casual staff.

Can my employer pay me less because I’m under 25?
No. Age bands affect which National Minimum Wage rate you’re entitled to (21+, 18-20, under-18), but there’s no separate lower rate just for being under 25.

Is unpaid overtime legal?
There’s no general legal requirement to pay overtime at a premium rate, but your average pay across the reference period still can’t fall below minimum wage, including for any extra hours worked.

What if my employer says I’m “self-employed” to avoid these rights?
Your actual employment status depends on how you work in practice, not just what your contract calls you. If you’re told when to work and supervised while doing it, you may still count as a worker regardless of the label.

Pay rights only help you if you can prove what you actually worked. wac tracks your shifts and earnings in real time, so when a query comes up over hours, holiday, or a payslip that doesn’t add up, you’ve already got the record to back yourself up. Try wac free and stop relying on memory, or your employer’s paperwork, to prove what you’re owed.