Peninsula guide to working time regulations
Working time regulations are one of the key areas of business management and in some cases, one of the easiest to slip up on. In sectors where working nights, overtime or remaining on-call are a matter of course, keeping a close watch on working hours is essential.
Working time regulations: employer advice
Unless an opt out has been agreed by the employee, the maximum working week cannot surpass an average of 48 hours. Furthermore, staff are entitled to 48 hours of rest per fortnight (the same per week for young workers – aged 16-17) and 11 hours of rest each day (12 for young workers).
If a shift is more than 6 hours long, employees are also entitled to a 20 minute unpaid rest break. For young workers, this is increased to 30 minutes per 4.5 hours. The 48 hour limit must include any overtime, working lunches or travelling as part of work. The rest period can be used in a different way, or the 48 hour rule disregarded, in certain sectors. The rules on working hours are usually different in these industries and specified in contracts of employment.
Working hours and absenteeism management
Of course, occasionally it's not overstretching working hours that are problematic for an employer, but absenteeism. Peninsula clients have access to the BusinessWise online resource centre, which includes the invaluable Absence Management System as well as detailed advice and information on handling both working time regulations and staff absenteeism.
Peninsula also offers 24 hour employment law advice, guaranteeing employers can always have a place to go for help. Our employment law specialists provide support and representation should a client ever need it.
Employers advice on a range of topics
Other aspects of employment law covered by Peninsula Business Services include redundancy consultations and selection, sick pay and holiday pay entitlement, TUPE regulations and equality – not forgetting a wide range of health and safety and tax services.
Unless allowances or opt-outs are included in the employee's contract, complying with most of this legislation is a legal requirement. It's easy to see why so many businesses are enlisting Peninsula to assist with the complexities of employment law; with so many things to bear in mind, a little guidance from the experts will surely prove useful.
If you're a member of the media and want any further information, would like to discuss case studies for a particular feature, or be added to our media contact list, feel free to contact Sammual-James McLoughlin, Head of Media, Press and Public Relations at Peninsula Business Services.