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If you are asked to work on a Sunday, do you have to? Here is a run-down of your rights.
It will, of course depend on what your contract says! If your contract says you have to work on a Sunday then you will have to, when asked, unless you fall into one of the groups below. If your contract doesn’t mention working on a Sunday then you would need a change to your contract that is agreed by both parties, before you should work on a Sunday. If you do not agree to this change then this could be a breach of contract and you could make a claim to an Employment Tribunal.
In the following situations you may not have to work on a Sunday:
Will you get more money for working on Sundays (or time off in lieu)?
This depends on what your Employer agrees – they do not have to pay you more legally.
What rest breaks should I get if I work on a Sunday?
If you work on a Sunday you are covered by normal Working Time Directive rules which are the need to have a 11 hour rest break between shifts, a 24 hour rest break in each 7 day period (of 48 hours in each 14 days) and a 20 minute rest break if your shift is longer than 6 hours.
However, your Employer is also advised (although these are not legal requirements) to:
Sunday Trading rules in England and Wales:
Consultation on reforming Sunday Trading Laws started on 5th August 2015 and continues until 16th September 2015. This is intended to give powers to local areas to allow larger shops to open for longer on Sundays in England and Wales. The Government were defeated in their plans to reform Sunday Trading Laws on 9th March 2016 and you can read the details here (from The Guardian).
If you are an Employer and need ongoing professional help with any staff/freelance issues then talk to Lesley at The HR Kiosk – a Human Resources Consultancy for small businesses – our fees are low to reflect the pressures on small businesses and you can hire us for as much time as you need.
Please note that the advice given on this website and by our Advisors is guidance only and cannot be taken as an authoritative or current interpretation of the law. It can also not be seen as specific advice for individual cases. Please also note that there are differences in legislation in Northern Ireland.
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