Rest Breaks at Work

Under Regulation 12 of the Working Time Regulations 1998, adult workers (aged 18 and over) are entitled to:

• A minimum rest break of 20 minutes if their working day is more than six hours.

The break must be a period of at least 20 consecutive minutes during which the worker is free to leave their workstation (where applicable). The break must be taken during the shift — not at the beginning or end of it. It is a rest break, not a working break — your employer cannot require you to remain available for work during it.

Whether the break is paid or unpaid is a matter for your employment contract — the Regulations do not require it to be paid. Many employers pay for rest breaks; others do not. Check your contract.

Young workers (aged 16–17): Are entitled to a 30-minute rest break if their working day exceeds four and a half hours.

In addition to the in-work rest break, adult workers are entitled to:

• Daily rest: A minimum of 11 consecutive hours of rest in each 24-hour period. For example, if you finish a shift at 10pm, your employer cannot require you to start the next shift before 9am the next day.
• Weekly rest: A minimum of 24 consecutive hours of uninterrupted rest in each seven-day period, or 48 hours in a 14-day period (so it can be compressed into a fortnightly pattern).

Young workers are entitled to 12 hours of daily rest between each working day, and two days off per week (which should, if possible, be consecutive).

These rest requirements are subject to exceptions for certain sectors and roles — for example, security guards, doctors in training, and some transport workers may have modified arrangements. Collective or workforce agreements can also modify some provisions.

If your employer is not providing the minimum rest entitlements, you can take action:

• Raise the matter informally — many employers simply may not realise they are in breach of the Regulations.
• If informal steps do not resolve the issue, raise a formal written grievance.
• You can bring a claim in the Employment Tribunal for breach of the Working Time Regulations. The time limit is three months less one day from the date of the breach.
• You can also report health and safety concerns to the Health and Safety Executive, which has enforcement powers.

Remember that rest entitlements exist for your health and safety — persistently working without adequate rest increases the risk of accidents and health problems. Do not feel pressured to waive rest breaks in practice even if your employer does not explicitly require you to.