Just to add a slightly different flavour into the mix here:

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- I don't think that it is clear that you were on a zero hours contract here instead of a
proper one. https://www.lawdonut.co.uk/business/employment-law/working-time-hours-leave-flexible-working/guide-to-zero-hours-contracts-for-employers - the part which seems applicable to you is:

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if the organisation exercises a high level of control over the individual when they are working or if the employee can be disciplined (or subjected to some other sanction) if they refuse work, this can mean that they are employees, with full employee rights.

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That doesn't necessarily help you, mind! The <2 year rule still applies, BUT there are two elements which could be applicable:

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1. Wrongful dismissal. This is effectively a breach of contract, and IF it can be determined that your are actually NOT a zero hour contract worker then you *may* have a claim for contractual breaches. This could include ones in the past (missing holiday pay etc).
2. Age discrimination. This is more of a wild card, but employers love to take the piss out of younger people in my experience and basically blag them on their rights. I would strongly recommend you seek out a solicitor before entertaining this as it would be a fairly specialist complaint.

So, yea, not a great position but who knows?