Working long hours is common in many industries in the UK. While some jobs require extended shifts to meet business needs, there are legal limits on how many hours employees can work.
What are the rules on shift lengths?
UK employment law does not outright prohibit 12 hour shifts. However, there are regulations on the maximum weekly working hours and daily rest periods that employers must comply with.
The key rules are:
- Working time limits – Employees cannot be required to work more than an average of 48 hours per week. This average is usually calculated over a 17 week reference period.
- Daily rest – Workers are entitled to at least 11 consecutive hours of rest in between working days.
- Weekly rest – Employees must have an uninterrupted 24 hours without any work each week, or 48 hours off every fortnight.
- Breaks – If the shift is longer than 6 hours, the worker must be allowed at least one 20 minute rest break.
Therefore, while 12 hour shifts are not completely banned, scheduling practices must comply with these minimum daily and weekly rest requirements.
Are there any exceptions?
There are a few categories of workers that are exempt from the maximum 48 hour weekly limit. These include:
- Senior executives and managers
- Workers who can decide their own hours (like contractors)
- Workers in security or surveillance roles
- Workers in industries that need 24/7 staffing like hospitals, utilities, ports, etc.
However, the rules around minimum daily and weekly rest still apply. Even exempt employees cannot be forced to work unlimited hours without adequate breaks.
Can an employee opt out of the 48 hour limit?
Yes, individual employees can voluntarily opt out and agree to work more than 48 hours per week. However, the opt-out agreement must be done in writing. Either the employment contract or a separate agreement can be used for this.
Some key points on opt-out agreements:
- Employee cannot face any punishment for refusing to opt out.
- Agreement can be canceled by employee with proper notice period.
- Recommended notice period is between 1-3 months.
- Opt-out is valid for maximum of one year, after which new agreement is required.
So while employees can consent to exceeding the 48 hour limit, they cannot be forced to do so and retain the right to revoke consent.
What about jobs with special hazards?
For certain jobs involving special hazards, like working in foundries or glass manufacturing, additional regulations may apply. These rules cap the maximum shift lengths and hours worked based on the risk level of the environment and work activities.
For example, working with molten glass may be capped at 8 hours per day and 38 hours per week. Working in an underground mine may be limited to 7.5 hours per day and 37 hours per week.
The specific limits depend on the workplace and would be stated in sector-specific legislation or employment agreements.
What are the penalties for non-compliance?
It is illegal for UK employers to not comply with the working time regulations. If found in breach, they can face enforcement action and financial penalties.
Workers also have legal rights to complain and sue the employer for violation of working time rules. Possible remedies include:
- Compensation for lost wages
- Compensation for health impacts or injuries
- Mandatory revision of working schedules
- Recommendations for more rest breaks
In extreme cases, criminal charges can also be brought against offending employers. Fines can run into thousands of pounds depending on factors like duration of non-compliance.
What are the health impacts of long shifts?
Research indicates that consistently working over 8 hours per day can negatively impact physical and mental health. Potential effects include:
- Increased risk of workplace injuries due to fatigue
- Higher incidence of cardiovascular disease
- Greater chance of developing diabetes
- Disruption of circadian rhythms
- Poor sleep quality
- Stress, anxiety and depression
A sample study found that people working 12 hours a day were 37% more likely to develop coronary heart disease compared to those working 8 hours.
Long shifts can also impact performance, leading to poor decision making as well as reduced efficiency and productivity.
What are the pros and cons of 12 hour shifts?
Here is a comparison of potential benefits and downsides:
| Pros | Cons |
|---|---|
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Employers who choose to use 12 hour shifts must balance productivity gains against staff wellbeing considerations.
What are typical 12 hour shift schedules?
Some common shift patterns with 12 hour working days include:
- 2 days on, 2 days off – Work two 12 hour shifts, followed by 2 days off. This gets repeated, allowing for at least 1 full weekend off per week.
- 3 days on, 3 days off – Work three consecutive 12 hour shifts, followed by 3 days off duty. Provides greater blocks of leisure time.
- 4 days on, 3 days off – Work four 12 hour shifts before having 3 days off. Maximizes number of workdays per week.
- Night shifts – 12 hour overnight shifts from 7pm to 7am, allowing handover from day shifts.
Employers may adjust these models to suit their specific business needs and staff capacity. But daily and weekly rest rules must still be followed regardless of shifts length.
Which sectors use 12 hour shifts?
Some occupations and industries where 12 hour shifts are commonly used include:
- Healthcare – nurses, doctors, paramedics
- Transportation – pilots, drivers, air traffic control
- Oil and gas – rig workers, refinery staff
- Mining
- Hospitality – hotels, resorts
- Security services
- IT and software – overnight tech support
- Manufacturing and factories
Essentially any sector that requires 24/7 staffing or extended operating hours may implement 12 hour shifts. This allows efficient coverage while reducing the number of shift changes needed.
What are employee and employer opinions?
Views on 12 hour shifts are often polarized between employees and employers.
For employees, the key advantages are:
- Having more days off – extra time for family, leisure and errands
- Reduced commuting to work each week
But common concerns raised by staff are:
- Feeling exhausted at the end of a long shift
- Not enough recovery time between shifts
- Negative effects on work-life balance
Employers see benefits like:
- Improved continuity with fewer shift changes
- Easier scheduling with less overlapping shifts
- Lower handover and overtime costs
But also have concerns around:
- Higher employee burnout and absenteeism
- Increased staff errors and accidents
- Lower staff morale and engagement
Overall, there are good reasons for both support and opposition to 12 hour shifts from both parties.
Conclusion
12 hour shifts are legal in the UK provided that minimum daily and weekly rest rules are followed. While allowed, there are ongoing debates around the health, safety and work-life balance impacts of extended shifts.
Employers who choose to implement 12 hour schedules must ensure proper breaks, monitor employee welfare, and be flexible to staff concerns. With adequate precautions, longer shifts can be utilized effectively in roles that require 24/7 staffing. However, caution is needed to avoid overworking and burning out employees in the long-run.