Working Time Regulations 1998
The Working Time Regulations first came into force on the 1st October 1998 made specifically to implement the European Union Directive Council Direction 93/104 EC. They have since been amended by the Working Time Regulations 2007 and the Working Time Regulations 2009.
They first applied to full-time, part-time, agency and casual workers but have now been extended to include the following:
- Non-mobile workers in road, sea, inland waterways and lake transport
- Workers in the railway and offshore oil and gas sectors
- Workers in the aviation industry
What is meant by Work?
The following will be included within the definition of work
- Job-related training
- Job-related travelling time, specifically in relation to sales representatives
- Time spent on call at the workplace – on call outside the workplace does not count
- Time spent working outside of the UK if you work specifically for a UK business
- Overtime – paid or unpaid. Voluntary overtime does not count for example if you stay a little late to fully complete a task. It must be agreed overtime.
Breaks when no work is done, normal travel time to and from work, and paid or unpaid leave does not fall within the definition of work.
When the Working Time Regulations were first introduced they contained a number of key provisions dealing with the following issues:
- Entitlement of workers to a minimum daily rest period of 11 consecutive hours in each 24 hour period
- Provision of a rest break for workers where the working day is longer than six hours, the duration of which was to be determined by collective agreements between the two parties or by national legislation
- Require workers to receive a minimum weekly rest period of 35 hours in each 7 day period
- Limit the average working time during each 7 day period to 48 hours
- Require that workers receive four weeks annual paid leave
- Restrict the normal hours or work of night workers to an average of 8 hours in any 24 hour period and impose an absolute limit of 8 hours where the work involves special hazards or heavy physical or mental strain
- Night workers should be entitled to a fee health assessment
- Night workers suffering from ill-health recognized as being connected with their work should be transferred to day work whenever possible
- Night and shift workers should be provided with health and safety protection arrangements
- Require employers to take into account the general principal of adapting work to the worker, for example to alleviating monotonous work.
- If an employee is dismissed or selected for redundancy due to taking their annual leave entitlement and their entitlement to breaks during the working day or working week then this could amount to an Unfair Dismissal.
For more information on:
- Workers Under 18
- The 48 Hour Week
- Opting Out of the 48 Hour week
- As an employer can I impose an opt out on my entire workforce?
- Can an opt out agreement be cancelled once in place?
- I am a trainee doctor, how am I affected by the working time regulations?