Zero-Hour TEFL Contracts: What English Teachers Need To Know In 2026

A zero-hours contract is an employment agreement where an employer isn’t required to provide a minimum number of working hours. Those working a zero-hour contract are not obligated to accept every shift offered.

In other words, your working hours are not guaranteed and are likely to change from month to month, or even week to week. 

On the flip side, you’re not contractually bound to accept work when they do offer it.

A zero-hour contract is typically used in industries where the volume of work is unpredictable or seasonal. 

Like in the TEFL industry in some countries. 

In these cases, people are hired to work on an on-call or as-needed basis.

Traditional public or private schools will follow an academic calendar, but independent language schools are less predictable. Their schedules entirely depend on the number of students who have enrolled and the type of courses offered.

The UK, for example, sees a massive surge in English language learners during the summer months. These learners come from all around the world to learn English at summer camps or language centres. They might attend lessons for a few weeks or a month or two. 

Then, after the summer, the learners go back to their home countries, and during these so-called low months, the number of English language learners decreases. This is when TEFL teachers in England might not have as many working hours as they do during the summer.

Read more: 5 Characteristics Of Summer Camp Teachers

But isn’t that freelance work?

No. As a freelancer, you are responsible for setting your own rates and the hours you work each month. But you don’t qualify for the employment benefits that come with being an employee.

In contrast, zero-hour contracts offer flexible hours each month, and they give you access to certain employment rights, such as paid annual leave and the National Minimum Wage.

Language centres prefer to use zero-hour contracts because they offer more flexible staffing options.

They can easily match the number of teachers with the current student intake without having to hire or dismiss teachers every time this demand changes.

For many teachers, this type of contract is beneficial since it ensures that there are enough teaching opportunities during busier periods without forcing them to stay during quieter times.

For language schools, zero-hour contracts allow them to save money during quiet periods as they only need to compensate teachers for the time they work.

Zero-hour contracts are legal in most countries and are not inherently exploitative if used correctly.

But knowing your employment rights is essential, especially if you’re working abroad.

As of 2026, the UK has updated their labour laws to account for the increased use of zero-hour contracts. 

One of the main changes in the UK is that workers who maintain a regular pattern of hours over 12 weeks are entitled to a fixed contract.

For TEFL teachers, this means that you can request more predictable hours and income instead of remaining on the zero-hour arrangement indefinitely.

It would also mean that you would qualify for all the statutory employment rights.

While this rule has not taken effect worldwide, other countries are also making changes to their labour laws to create better working environments.

For example, China and South Korea are introducing stricter rules around overtime, rest days, and paid time off. These changes are aimed at reducing burnout and ensuring that workers are compensated appropriately for their time.

In Spain, language academies are no longer allowed to hire fake freelancers. Previously, academies would have their teachers register as freelancers (autonomos) to avoid employer obligations, such as paid leave, while still expecting them to act as full-time employees.  

In South Africa, a new law requires employers to state the guaranteed hours of work, the maximum number of hours a worker can work, when they are expected to be available, and how much notice they’ll receive for shifts or cancellations.

While the rules may differ around the world, paying attention to any new developments in the local labour laws can help you better understand your rights and ensure that you’re being treated properly in the workplace.

When it comes to labour laws, regardless of where you work, your rights are dependent on your employment status, not your contract type.

Employees are granted full employment rights under the national labour laws, while workers are only entitled to a portion of these protections.

Teachers who work on zero-hour contracts are considered workers, not employees.

Many schools misclassify their teachers as workers or self-employed contractors when, in actual fact, they qualify as employees. This means that those teachers are missing out on a number of benefits and protections that they should legally be entitled to, such as:

• Protection from unfair dismissals
• Redundancy pay
•  Parental leave
• Paid time off

Incorrectly labelling staff also poses risks for employers.

They could face fines, be liable to back-pay employees on missed earnings, or face legal exposure that would ruin their reputation.

If you are uncertain about whether you should be classified as an employee, a worker, or a self-employed contractor, always seek professional legal advice.

 Read more: Leaving Or Ending A TEFL Contract: What You Need To Know

Do you still get holiday pay on a zero-hours contract?

As a zero-hour teacher, you are still eligible for holiday pay.

While other teachers may be given a set number of days off each year, your time off will be based on the average number of hours worked each month.

If your contract is ended early, by either you or your employer, any untaken holiday pay should be paid out as part of your final pay.

Do you get sick pay on a zero-hours contract?

In some countries, you may also be entitled to sick pay as a zero-hour worker.

Much like the holiday pay, your sick leave is calculated using your average monthly working hours.

Your contract should clearly state how your leave is calculated. It’s a good idea to keep track of your hours and pay so you can check if these are being recorded correctly.

As a zero-hour teacher, you are unlikely to be paid for your planning time. Generally, you’re only paid for the time you spend teaching students, but this is dependent on your employer.

Some schools may provide you with teaching materials and lesson plans, while others may require you to prepare your own materials.

Pay attention to the amount of work you do outside of your paid hours. This can quickly add up and make it feel like you’re working far more than what you’re paid for.

Before joining any company, it’s important to review your contract carefully.

Here are some red flags to look out for:

•  No written contract or vague terms     
• Being expected to be on call 24/7
• No clear termination policy
• Being labelled as self-employed, but the company controls your hours, location, and teaching methods.
• Terms adhere to a different country’s labour laws than those of the country where you’ll be working.

The points above apply to any type of contract. Always take the time to read through the terms carefully and ask questions before signing any agreement.

Another thing to look out for in any zero-hour contract is an exclusivity clause. They are commonly included in fixed-term contracts, but are illegal to include in casual arrangements.

These clauses are meant to stop fixed-term teachers from accepting additional freelance work or from teaching at other schools. But they are unlawful in zero-hour contracts as they restrict a worker’s ability to earn a living.

These issues don’t have to be dealbreakers. Instead, they can be used to negotiate a better contract if your employer agrees to them too.

After signing a contract, you should still remain vigilant.

If you feel like your employer is going against the terms of your contract, you should be able to raise your concerns.

But if you are:

• ostracised for asserting your rights,
•  penalised or dropped after raising an issue, or
•  given fewer or no classes without warning or being dismissed,

then these may be warning signs of unfair labour practices.

In such situations, you should:

• review the terms of your contract,
• check applicable national labour laws, and
• consult a qualified legal professional.

Doing so will help you understand your rights and determine your next steps, particularly when working in a foreign country.

 Read more: TEFL Contracts: Your Complete Checklist

Zero-hour contracts are not inherently exploitative — there are many cases in which they benefit both the teacher and the school.

But never agree to a job offer too quickly, even if it seems like the perfect opportunity.

Always take the time to thoroughly read through the contract and understand the terms you’re agreeing to, even if it’s not a zero-hour arrangement.

It’s better to be properly employed than to find yourself stuck abroad in a company that is taking advantage of you.

If anything is unclear or if you feel that the contract is not being upheld, remember to always seek independent legal advice before moving forward.

Read more:  TEFL Scams And How To Avoid Them