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Employers commonly ask employees to work overtime to carry out work outside normal hours, for example because of an increased volume of regular work, a temporary crisis in resourcing, or to cover for absences. One area of controversy is the treatment of overtime in holiday pay calculations (Lock v British Gas Trading Ltd).
Employees can be forced to work overtime, whether paid or unpaid, only if this is provided for in their contract of employment. However, it is common practice for employees to work unpaid overtime from time to time, to meet the reasonable requirements of the business.
Employers must bear in mind when asking employees to work overtime the maximum 48-hour working week under the Working Time Regulations 1998. An opt-out is available if the employee agrees.
9 Apr 2019
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5 Apr 2019
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3 Apr 2019
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1 Mar 2019
When faced with the need to make redundancies, how should an employer decide which employees to select?
Redundancy exercises bring...
1 Mar 2019
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26 Oct 2018
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1 Jun 2018
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8 May 2018
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2 Jan 2018
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12 Dec 2017
One in 10 workers did paid overtime in the UK in the past year but only a fifth received “time...
12 Sep 2017
The General Data Protection Regulation (GDPR) will require employers to provide employees with a privacy notice, detailing how their personal...
1 Aug 2017
Payments for purely voluntary overtime should be included in holiday pay if they are regular enough to constitute “normal pay”,...
11 Jul 2017
Any much-anticipated report is likely to divide opinion, and the Taylor Review of Modern Working Practices is no different. Rob...
31 May 2017
An employment tribunal has held that ambulance workers’ compulsory overtime in respect of “shift overruns” should be included in the...