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The Working Time Regulations 1998 (SI 1998/1833) is a statutory instrument in UK labour law which implemented the EU Working Time Directive 2003. [1] It was updated in 1999, but these amendments were then withdrawn in 2006 [2] following a legal challenge in the European Court of Justice. [3] It does not extend to Northern Ireland.
Working time in the United Kingdom is regulated in UK labour law in respect of holidays, daily breaks, night work and the maximum working day under the Working Time Regulations 1998. While the traditional mechanisms for ensuring a "fair day's wage for a fair day's work" is by collective agreement , since 1962 the UK created minimum statutory ...
The Health and Safety Executive is the UK body charged with enforcing the working time laws, but it has taken a "light touch" approach to enforcement. There are new employment plans by the Starmer ministry to reduce hours to a four-day week in the future. [126] UK employers are reimbursed by the government when employees take paid leave for ...
the Working Time Regulations for issues related to rest breaks, rest periods, detriments for failure to work in excess of the maximum time etc. the National Minimum Wage Act 1998; the Employment Relations Act 1999, for failing to allow workers to be accompanied at disciplinary or grievance hearings
The UK Department of Trade and Industry (now the Department of Business, Innovation and Skills) stated in guideline to employers on the Working Time Regulations 1998 that ‘Employers must make sure that workers can take their rest, but are not required to make sure that they do take their rest.’ Also, Statutory Instrument 1999/3372 had ...
28 days holiday, working time limits (Working Time Regulations 1998, implementing the Working Time Directive) procedures under the Transfer of Undertakings (Protection of Employment) Regulations 2006 , implementing the Collective Redundancies Directive 1998 , though the UK regulations use 'employee' [ citation needed ]
In 2015, employers in the U.K. were prohibited from offering zero-hour contracts that prevented employees from also working for a different employer at the same time. In September 2017, the U.K. Office for National Statistics estimated that there were over 900,000 workers on zero-hour contracts, 2.9% of the employed workforce.
A payment under the Working Time Regulations 1998 regulation 14 was a sum payable to a worker in connection with employment, clearly within ERA 1996 s 27(1) and ‘holiday pay’ was there specifically. If it were not so, the principle of equivalence - that a no less favourable remedy would be available in national law as for EU law - would be ...