Employers must ensure that working hours, breaks and rest periods comply with the Working Time Regulations. The law sets minimum requirements for:

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• rest breaks during the day,

• daily and weekly rest,

• maximum weekly working hours,

• paid annual leave,

• family‑related leave (maternity, paternity, adoption, parental leave).

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Failure to comply can lead to claims, penalties and workplace disputes.

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1. Maximum weekly working hours

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Employees should not work more than 48 hours per week, averaged over 17 weeks.

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Employees may sign an opt‑out, but:

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• it must be voluntary,

• they can withdraw consent,

• employers must not pressure them.

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2. Rest breaks during the day

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Employees are entitled to:

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• a 20‑minute uninterrupted break if they work more than 6 hours per day.

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Breaks do not have to be paid unless the contract provides otherwise.

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3. Daily and weekly rest

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Employees are entitled to:

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• 11 hours’ rest in every 24‑hour period,

• 24 hours’ rest each week,

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or

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• 48 hours’ rest every 14 days.

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4. Night work

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Night workers have additional protections, including:

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• an average 8‑hour limit on night work,

• the right to free health assessments.

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5. Paid annual leave

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Employees are entitled to at least 5.6 weeks of paid holiday per year.

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Employers must keep accurate records and ensure leave can be taken.

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6. Family‑related leave

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Employees are entitled to:

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• maternity leave,

• paternity leave,

• adoption leave,

• parental leave,

• shared parental leave (SPL).

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Employers must ensure these employees are not treated unfavourably.

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7. Employer responsibilities

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Employers must:

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• keep records of working hours,

• ensure schedules comply with the law,

• address concerns about excessive workload,

• avoid penalising employees for taking breaks or leave.

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Breaches can lead to claims for breach of contract, discrimination or health and safety violations.

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8. How I help employers

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• drafting working time and break policies,

• advising on scheduling and overtime,

• resolving disputes about breaks, leave and workload,

• preparing compliant procedures for night workers,

• supporting employers in ACAS and Tribunal matters.