Working Time Regulations
Need help managing working hours or holiday pay? We support employers with clear, practical advice on the Working Time Regulations 1998. Whether you’re dealing with shift workers, irregular hours, or backdated holiday claims, we’ll help you reduce enforcement risk, protect well-being, and meet your legal duties while keeping your business moving and avoiding costly Tribunal claims.
Working time audits
We’ll review your working patterns, overtime processes, and holiday pay calculations to spot any breaches and reduce your risk of claims or enforcement.
Opt-outs and working time agreements
Drafting of 48-hour opt-outs agreements, night work terms. and bespoke provisions. These meet statutory requirements while preserving operational flexibility and employee engagement.
Contracts, policies, and handbooks
Preparation of contracts and policies to set clear expectations. Enabling accurate time recording, setting rest-break rules, and ensuring consistent, defensible application across multi-site and flexible workforces.
Holiday pay and leave compliance
We’ll advise you on holiday pay rules, including how to treat overtime, commission, and sickness absence. We can also advise on carry-over rights, irregular-hour workers and legacy liabilities, helping you to fix any historical errors.
Tribunal defence for working time claims
If a worker brings a claim for unpaid holiday, we’ll act quickly to defend your position. We’ll handle evidence, prepare submissions, and represent you at hearings.
Scheduling, rostering, and night work compliance
We offer guidance on shift patterns, maximum hours, rest entitlements, and required health assessments for night and mobile workers. Our advice keeps your rotas productive, safe, and compliant.
Questions we’re often asked
The law sets an average limit of 48 hours per week over a 17-week period. Employees can choose to opt out.
Yes. The opt-out must be agreed individually, in writing, and employees can withdraw their consent at any time.
Most workers are entitled to 5.6 weeks of paid annual leave each year. This can include bank holidays if the employer decides to do so.
Employees should get at least a 20-minute break if working more than six hours, 11 hours’ daily rest and one full day off each week.
It should reflect normal earnings, including regular overtime, commission or allowances. Basic pay alone is not always enough.
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