Working time regulations are one of the central areas of business management and for some employers, one of the easiest to make mistakes with. In workplaces where night shifts, working overtime or remaining on-call are all in a day's work, keeping a close eye on employee hours is essential.

Working time regulations: advice for employers

Unless an opt out has been agreed by the employee, the maximum working week must not surpass an average of 48 hours. Also, employees are entitled to 11 hours of rest per day (12 hours for younger workers- aged 16-17) and 48 hours rest per fortnight (that's per week for younger workers).

If the shift is more than 6 hours in duration, staff also have the right to a 20 minute unpaid rest break. For young employees, this is increased to 30 minutes every 4.5 hours. Overtime, travelling as part of work and working lunches all count towards the 48 hour limit. There are some sectors where the 48 hour rule does not apply or the rest break can be applied differently. The regulations on working hours are usually different in these instances and specified in contracts of employment.

Management of absenteeism and working hours

Absenteeism is frequently a major concern for employers, in certain cases more so than long working hours. Peninsula clients get access to the BusinessWise online resource hub, which includes the invaluable Absence Management System in addition to detailed guidance and information on handling both working time regulations and employee absenteeism.

Peninsula also provides on-demand employment law advice, guaranteeing employers can always have an expert to consult for guidance. Our employment law experts 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 selection and consultations, sick leave and holiday pay entitlement, TUPE regulations and equality – not forgetting a whole range of health and safety and tax advice.

Unless an opt-out or flexible terms are included in the employee's contract, complying with a lot of this legislation is a legal requirement. It's easy to see why so many businesses are enlisting Peninsula to help with the complexities of employment law; with so much to think about, a little guidance from the experts will not go amiss.

If you're a member of the media and need 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.