As the last Sunday in October approaches, many in the UK dread the end of British Summer Time and the start of shorter, colder, and darker days.
But the clocks going back also comes with its own set of logistical challenges for HR.
On Sunday, 27th October 2024, at 2:00 am, the clocks will be set back one hour, raising questions such as: “What does it mean for my night workers when the clocks go back in October?” and “Do I have to pay employees who work the extra hour when the clocks go back?”
While many will enjoy an extra hour of sleep or late-night activities, night shift workers will face a longer work period. Alan Price, CEO at BrightHR, says:
“Despite the biannual clock changes, we consistently receive inquiries about how to navigate the clocks going back through our advice line and our AI-powered platform, Bright Brainbox. The most frequent question is whether employers need to pay staff for the additional hour.
“The answer depends on whether the employee is salaried or paid hourly. Hourly employees should receive an extra hour’s pay for the additional work, while salaried employees typically receive their usual pay. A practical solution might be to let employees leave an hour early when the clocks move forward in the spring, balancing out the extra hour worked in the autumn.
“However, ensure that the extra hour doesn’t reduce an employee’s pay below the National Minimum Wage, which is £10.42 per hour for those aged 23 and over. Additionally, if the extra hour pushes employees beyond their contracted hours, you may need to review your overtime policy.
“It’s also important to verify that the extra hour doesn’t violate any working time regulations. Ensure employees receive adequate rest between shifts and the legally required breaks. Remember, night-shift workers should not exceed eight hours of work in a 24-hour period.
“Ultimately, the specifics depend on the terms outlined in your employees’ contracts. There’s a significant difference between an ‘eight-hour shift starting at midnight’ and a ‘midnight to 8am shift.’
“To avoid any confusion, remind your staff scheduled to work on Sunday morning about the time change. This will prevent them from arriving an hour early—and no, you don’t have to pay them for that!
“Employers can choose how to treat the extra hour, such as adjusting start and finish times, allowing employees to go home an hour later, or ensuring that employees are not working more than the maximum night-time working hours or receiving less than the minimum rest breaks.
“Communication is key. Employers should remind employees that the clocks are going back and encourage them to prepare. Consistency is also crucial; employers should act consistently and fairly, applying the same rules to everyone.”