This document contains a choice of two clauses, one that applies to those paid waged and one that applies to those earning salaries.

This letter can be sent to an employee undertaking secondary employment asking them to provide specific details of this to ensure they are not working more than 48 hours per week, which would be in breach of the Working Time Regulations 1998.

Use this letter template to acknowledge an employee's request to opt out of Sunday working and to explain their rights and confirm that they will no longer be required to work on Sundays.

This policy clarifies the organisation's approach to on-call working, explaining the rights and responsibilities of employees who are on call.

This policy outlines the Organisation's position on overtime, that it should be approved in writing by a relevant manager beforehand, and at what point there will be an enhanced rate of pay.

This policy covers the Organisation's position on time off or change of work patterns for attending or watching  special events such as the King's coronation.

This policy states that employees wishing to temporarily reduce their working hours should request this in writing, and that the Company will endeavour to accommodate such requests where practicable.

This policy covers the process for notifying the organisation, conflicts of interest, confidential information, working time and working in a second job when on sick leave from the organisation.

The purpose of this policy is to set out the organisation’s approach to working hours, including information on daily hours, rest breaks, weekly hours, night work and annual leave.

This policy sets out the rules relating to the employment of young people, including information on hours of work and health and safety.

This template can be used to outline the organisation's rules and obligations relating to staff who work unsocial hours. Unsocial hours are those worked outside of the organisation's normal working hours, and the policy allows the business to define which hours they consider to be normal working hours. The policy includes areas relating to pay, risks, health assessment and communicating with the unsocial hours worker.

This clause can be inserted in a contract to explain the average maximum weekly hours limit applied by the working time legislation. The clause also details how employees can agree to opt-out of this limit, or withdraw their agreement in the future. To document the employee's opt-out agreement, the 'Agreement to opt out of the 48 hour working week' form should be used.

Use this letter to explain the average maximum weekly hours limit applied by the working time legislation to employees. The letter outlines that the employee can choose to opt out of the limit, and the procedure to follow if they choose to withdraw this agreement at a later date. The 'Agreement to opt out of the 48 hour working week' form should be enclosed with this letter.

This workforce agreement can be used to outline modifications, exclusions and definitions under the Working Time Regulations 1998. In order to be classed as a workforce agreement, the agreement has to meet certain criteria including the duration of the agreement and who signs this on behalf of the workers. Further information is available in our working time employment law pages.

This policy outlines that the Company expects employees to follow a clocking in and out procedure and the consequences for not doing so. It also outlines the method for clocking in and out and provides optional text for if the system makes use of a mobile phone application.

This form provides a summary of the working hours and rest breaks for the following groups of workers: 

• Children aged 13 and 14 
• Children aged 15 and 16
• Young workers over school leaving age but under 18