Parkhouse Personnel
Jobs For People - People For Jobs
REC membership
21 May 2019
2 jobs online
Skip Navigation Linkshome > Job Seekers > Advice Centre > Working Time Regulations

working time regulations

The Working Time Regulations Act 1998 is designed with your health and safety in mind. The following is a very brief summary of the regulations - if you have any further queries, please ask your local office for more details.

Working Hours
Under the terms of your contract you are not required to work any given hours. However, where you are working on assignments for Parkhouse, under the Working Time Regulations 1998, you should not be required to work more than an average of 48 hours a week over a 17 week period, unless you agree to do so in writing. Although temporary or contract work is all about flexibility and from time to time companies may want you to work for longer hours, you are under no obligation to do so.

Rest Breaks
You are entitled to 11 hours rest from work in each 24 hours. The company to which you are assigned should allow you a break from work of 20 minutes, if your assignment lasts for more than 6 hours a day. If it is practical, you should take this away from your work station. You should make arrangements with the client about rest and lunch breaks.

Night Work
If you are asked to work at night (between 11pm and 6am) you should not work more than 8 hours in every 24, averaged over 17 weeks (or however many weeks you have worked if it is less than 17 weeks).

Weekly Rest
You are entitled to a minimum of 1 day’s rest from work each week, or 2 days every 2 weeks.

Paid Annual Leave
You are entitled to paid annual leave under the Working Time Regulations Act 1998. Your annual holiday entitlement is 28. For the purposes of calculating entitlement to paid annual leave, your leave year commences on the date that you start an assignment or series of assignments through Parkhouse. Your leave accrues on a pro-rata basis.

You will only be entitled to take paid annual leave in proportion to what has accrued when you wish to take leave. Under the Act you may not carry holiday pay forward from one year to the next, nor can we pay you in lieu of holidays unless you finish working for us.