http://www.freelanceadvisor.co.uk/go...bank-holidays/
http://www.eurofound.europa.eu/areas...estperiods.htmCertain ‘special case’ workers are exempt from these rest break provisions and can be legitimately asked to work through their rest-breaks if:
- you are a shift worker who may not be able to take their daily or weekly rest periods between shifts. Shift Workers are defined as those engaged in activities involving periods of work that are split up over the day and those who work according to a certain shift pattern where workers ‘succeed’ each other at the same work station. The shift pattern may be continuous or not, but will involve the need for workers to work at different times over a given period of days or weeks.
- there is a genuine need for continuity of production/service around the clock, eg. hospitals, residential institutions, care workers, press/tv/film/radio, public utilities, industries where machinery must be kept working 24 hours a day, research and development activities, agriculture,
- the work is affected by unusual or unforeseeable circumstances beyond anyone’s control, or exceptional events, or where work is affected by an accident or risk of an accident,
- the work involves security or surveillance which requires a permanent presence,
- the work has a forseeable surge in activity, i.e. in agriculture, tourism and postal services,
- there is a Collective or Workforce Agreement in place that excludes these rest-break obligations – but the workers must have been fully consulted with to ensure these are valid.
In these cases, if you cannot receive your rest breaks you must be offered an equivalent period of ‘compensatory rest’ wherever possible. This compensatory rest should be given immediately after the end of the work period where possible. If this is not possible for objective reasons, the Employer should give you “such protection as may be appropriate in order to safeguard the workers health and safety” (e.g. an assessment of the worker’s continued fitness to work, reducing his/her workload or additional supervision). The Government Department for Business, Innovation and Skills (previously BERR) has guidance that says a worker, even if they fall into one of these categories, must have a right to a minimum of 90 hours rest per week. Compensatory rest does not necessarily need to come out of time that would otherwise have been working time.
The Working Time Directive allows for collective agreements to fix or define relevant standards of rest breaks during working hours. The directive gives priority to collective agreements over legislation in determining the EU standard. The EU standard is to be determined by collective bargaining (though without specifying the appropriate level) and, only in its absence, by legislation.