Staff working hours and pay

This section will help you understand the legal requirements about Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working hours and pay. It includes guidance about the maximum time your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. can work each day and week and what breaks they are entitled to, and how they can In data protection: An implied consent to marketing obtained by the inaction rather than action of the recipient - such as silence or not unticking a pre-ticked box. Under the data protection rules, marketing by a business which relies on such a consent will be unlawful. A very clear, positive action is required to show that a person has consented to a business marketing to him. of the legal limits. In addition, it explains the rules about The minimum hourly wage that employers must pay their staff. Staff who are aged 21 and over must be paid the National living wage., pay rises, deductions from pay and setting up a payroll system.

Rules about working hours

Night and weekend working

Young workers

Staff pay

Process for paying staff

48 hour opt-out

You can use this form to record a staff member’s agreement to opt-out of their right to work no longer than 48 hours per week on average. It’s important that your staff member is not pressured into signing the agreement, and isn’t subjected to any detriment if they refuse. The staff member can withdraw their agreement if they wish, with a minimum of 7 days’ notice; the notice period can be increased up to a maximum of 3 months if you both agree. This form requires the staff member to agree that they will give the maximum of 3 months’ notice of withdrawal.

Free

Pregnancy and maternity: risk assessment

This risk assessment for pregnancy and maternity is an important part of your compliance with health and safety laws. Pregnant women and new mothers are particularly vulnerable so it is important to take your health and safety obligations seriously. If you employ any women of child-bearing age and your work could put them at particular risk, you should already be specifically considering the risks relevant to pregnant women and new mothers as part of your general risk assessments. However, you must also conduct an individual risk assessment when an employee tells you she is pregnant or a new mother. This pregnancy risk assessment template makes compliance easy. It includes the most common hazards that could affect pregnant women and new mothers and includes suggested courses of action to help minimise those hazards and protect your employees. Every workplace differs, so this pregnancy risk assessment also has space for you to write any hazards specific to your business. You can also purchase this risk assessment as part of the Pregnancy and maternity toolkit .

£25 + VAT

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