​Breaks at Work: What Are Your Employees Entitled To?

Every business owner has an obligation to provide employees with certain rights regarding breaks. While the law doesn't require that breaks be paid, it's essential to understand what break entitlements mean, how they can support productivity, and when exceptions apply. For employees working more than six hours a day, the UK's Working Time Regulations (1998) outlines three core types of breaks that protect workers' well-being.

The Basics of Workplace Breaks

Under UK law, employees over 18 years old are entitled to three main types of rest breaks:

Rest Breaks at Work: Employees working more than six hours a day must have an uninterrupted 20-minute break. While it's not required to be paid, many employers choose to offer this as a benefit, setting expectations clearly in employment contracts.

Daily Rest: Workers are entitled to at least 11 hours off between working days. For example, an employee finishing work at 8 pm should not be scheduled until 7 am the following day.

Weekly Rest: Each week, employees must receive a full 24 hours off, or 48 hours every two weeks.

These break entitlements are minimum standards. Many employers offer more generous breaks to promote well-being and efficiency in the workplace.

Setting Clear Policies

While the law sets the foundation, employers decide how best to support their team. Including break entitlements in employment contracts can prevent misunderstandings. As a business owner, you can determine when breaks are taken, though they must be within the workday and not at the start or end of the shift.

Exceptions to the Rules

Not every industry can apply these rules strictly. Police, armed forces, and emergency services, for example, may need to bypass breaks during critical situations. Transport sea, air, or road workers also have specific guidelines tailored to their working environment. In cases where standard breaks aren't possible, "compensatory rest" may be provided, allowing employees to rest at the next available opportunity.

Special Considerations for Shift Workers

The demands are different for many shift-based industries like healthcare, retail, and manufacturing. Shift workers who can't take their daily or weekly breaks due to back-to-back scheduling may also be eligible for compensatory rest. This flexibility ensures they receive equivalent rest time, adjusted for their unique shift patterns.

Breaks for Pregnant Employees

If an employee informs you they are pregnant, conducting a risk assessment is essential to ensure their safety. Rest periods become even more critical here, as prolonged standing or sitting can pose health risks. Any identified risks should be met with reasonable adjustments to ensure a safe working environment for the employee and their baby.

Paid vs. Unpaid Breaks: What's Required?

Legally, employers are not required to pay for these 20-minute rest periods. However, some companies choose to offer paid breaks as an additional benefit, supporting morale and productivity. Whatever approach is selected, it's helpful to outline it in the employment contract to avoid confusion.

Supporting Productivity and Well-being

Beyond the legal minimums, many businesses find that investing in regular, longer breaks benefits productivity. For example, office-based companies might offer a 45-minute to one-hour lunch break. In contrast, production environments might prefer shorter, frequent breaks to accommodate the job's physical demands. Tailoring break schedules to meet your business needs and workforce will yield the best results, especially in roles with physical demands or high-stress environments.

Frequently Asked Questions on Shift Breaks

How many breaks should an employee working an 8-hour shift receive?

By law, they are entitled to one 20-minute break. The same minimum break time applies for longer shifts, like 10 or 12 hours, though additional breaks may be provided at the employer's discretion.

What if breaks are missed during an emergency?

You can offer a compensatory rest period if unforeseen events prevent employees from taking their scheduled break. This means employees can take an equivalent break at the next available opportunity, helping them recover and maintain performance.

The Bottom Line

Managing employee breaks is more than meeting legal requirements; it's about supporting a productive and safe workplace. By understanding the laws and applying best practices suited to your industry, you can create an environment where employees are energised and focused, ultimately benefiting your business as well as your team.