and 6am - if your contract says you have to work after 10pm, you must finish by 11pm and not start again until 7am routine travel to and from home and the workplace if the person has a set workplace, for example a regular commute to an office or factory It is not necessary for the employee to give their Line Manager details of their other employer or self employment and the type of work, which they are performing. However, in some cases there may be a conflict of interest. If this is the case, the onus is on the employee to discuss this with their Line Manager. During sleep, the brain expends significantly less energy than it does when a person is awake, particularly during non-REM (rapid eye movement) sleep. REM sleep is a type of sleep characterized by a number of aspects, including the eye movements it is named for, virtual paralysis of the body, and the occurrence of dreams. Non-REM and REM sleep are two categories of sleep that are vastly different.

There are 119 days in the reference period and 17 weekly rest periods of 24 hours to which the employee is entitled. Therefore, C is: A night worker normally works 4 x 10 hour shifts each week. Therefore, the total number of normal hours of work for a 17 week reference period would be:

These records must be kept for a period of 2 years from the date on which they were made. Although records, in accordance with the Working Time Regulations, do not require to be kept for those staff who opt out of a 48 hour week, NHS Fife does considers that it is good practice to keep records for all staff regardless of whether or not they may have signed an opt out agreement. Line Managers must keep records for each employee which are adequate to ensure that the limits specified in the Working Time Regulations are being complied with, as follows: For the purposes of the Working Time Regulations, a person receiving training, other than under a contract of employment, shall be regarded as an employee, and the person who is providing the training shall be regarded as the employer. For example nursing/AHP students on university placements would fall under this category. If an employee thinks their employer is not following the law for working time, they could first try resolving it by: If an employee is also working for another employer, a record of the additional hours must be kept. The agreement, must therefore, state the regularity and basis upon which the employee will inform the employer of the hours they are working within another job.

Authorise requests to take leave in the following period and where this is not possible to give notice and reasons for the non-approval. Line Managers are responsible for ensuring that compensatory rest is provided, usually within two weeks, where it is not practicable to provide adequate daily rest. Any proposed regular amendment to the minimum daily rest period must be agreed locally in advance with staff side representatives. For the purposes of this agreement, within NHS Fife the responsibility for identifying any special hazards faced by night workers rests with the Line Manager.

You are entitled to a rest period of not less than eleven consecutive hours in each twenty-four hour period. Thus there should be a period of at least eleven hours between finishing duty and restarting, unless an exemption applies. Where employees are required as part of their contract to Stand-by within NHS Fife premises for the duration of a specified period, they are not free to pursue their time as their own, and so are regarded as working for the purposes of this agreement. The responsibility for the application of the policy rests with Line Managers, Staff and HR staff within NHS Fife. You might agree with your employer to contractually reduce your salary by a certain amount, in exchange for some non-cash benefits. From April 2017, most schemes will only save National Insurance on the value of those benefits.

For the purposes of this agreement, the leave year runs from 1 April until 31 March in each year, unless otherwise agreed within an employee’s contract of employment or as specified for bank workers. The case law suggests that the exemptions for shift workers only applies where the shift worker “cannot” take a rest period, and producing shift patents that do not include the required rest breaks, would not in itself trigger the exemption. It is therefore hard to see how this exemption would apply to the social care and housing sector. Your contract might say you’re entitled to more than these rest breaks, for example you might get an hour for a lunch break. Rest breaks if you’re over school leaving age but under 18 Employees may choose to work more than the 48 hour average weekly limit, provided that they agree this, in writing, with the Director of Acute Services or the relevant Health & Social Care Partnership General Manager or Executive Director.Citizens Advice is an operating name of the National Association of Citizens Advice Bureaux. Registered charity number 279057