Skip to content

Regular Overtime and Contractual Obligations

Table of Contents

In Short

  • Overtime can be voluntary or compulsory and may be contractual or implied in employee contracts.
  • Compulsory overtime may be guaranteed or non-guaranteed, affecting employee obligations.
  • Legal implications arise if overtime is contractual, including potential disciplinary action for non-compliance.

Tips for Businesses

Ensure your employment contracts clearly outline overtime obligations. Be mindful of whether overtime is contractual or implied and its legal implications. Consult with legal experts to draft comprehensive overtime policies, ensuring compliance with wage and working hour laws, and to handle any disputes around overtime obligations.

When you employ staff, you will have employment contracts or written statements of employment particulars with them. These will specify the fixed hours they must work for your company, where anything additional will be counted as overtime. Employment laws apply when your staff work overtime, and it is important that you are aware of your legal obligations to avoid breaching them. This article will explain regular overtime and contractual obligations and give legal advice to employers like you.

 When May My Staff Work Overtime?

As an employer, you might need your employees to work overtime for various reasons. Sometimes, you will know in advance that you will require them to, but sometimes, only at the last minute. For example, employees may work overtime because:

  • other staff are on sick leave;
  • it is a busy period for your business, such as during Christmas time; or
  • your business has more work to carry out than usual. 

What Types of Overtime Can My Employees Work?

Your employment contracts should detail any overtime hours employees may work for you. They can do so as:

  • voluntary overtime;
  • compulsory and guaranteed overtime; and 
  • compulsory but not guaranteed overtime.

Voluntary overtime means that your contract will say that you may offer overtime hours, and your employees can take any available if they wish. However, neither of you is obligated to do so.

Compulsory overtime is where there are contractual obligations to work overtime. As an employer, if you offer compulsory guaranteed mandatory overtime, you are obligated to provide overtime hours, and your staff must accept them. However, you are not under a contractual obligation to offer additional hours for non-guaranteed compulsory overtime. However, when you do, your employee is under a contractual obligation to accept them and carry out the work. 

Continue reading this article below the form
Need legal advice?
Call 0808 196 8584 for urgent assistance.
Otherwise, complete this form and we will contact you within one business day.

Is My Employee’s Regular Overtime Contractual?

You must be clear about whether your employees’ regular overtime is a contractual obligation that you and they must honour. Essentially, your employee’s overtime is contractual where your employment contract details:

  • that you require your employee to work overtime; and
  • the terms and conditions of overtime work. 

The employment contract does not need to say how many hours of overtime are required. However, where it says what these are and a separate clause exists which says what the rate of pay for the overtime is, this is another indication that the overtime is contractual.

However, regular overtime can also be contractual even when it is not detailed in your employment contracts. This is because it can become an implied term of the contract, where it is not explicitly stated. This can occur where the overtime is:

  • regular; and
  • expected.

Additionally, overtime is an implied term of an employment contract where it is in a consistent pattern, such as weekly over 12 months. Overtime can also be an implied employment contract term because it is a vital aspect of the employee’s role, so they cannot carry out their duties without it.

Front page of publication
2024 Key UK Employment Law Changes

As an employer, it is crucial to stay compliant with ever-evolving employment law. This factsheet outlines key changes in 2024 that will affect how you manage your workforce.

Download Now

Opt-Out Agreements

A further way to tell if your employee’s overtime may be contractual is when you do not have an opt-out agreement with them. This relates to the legal obligation which protects your staff from having to work more than an average of 48 hours over 17 weeks. Your staff can, however, work more than this where they wish to by signing an opt-out agreement. This effectively means they voluntarily opt out of this law. 

When your staff sign an opt-out agreement, is it advisable to get advice from an employment lawyer to ensure you do not damage their health through long hours.

When overtime for your employees is contractual, there are legal implications for you and your employees. This means you must try to document any overtime, such as in a policy or in your employment agreements so there is clarity about it. 

If your employee’s overtime is contractual and they fail to work it, they have breached their employment contract. This means you can take disciplinary action against them, as it could, for example, be employee misconduct. 

Overtime Pay 

A further legal obligation regarding contractual overtime concerns overtime pay. You may offer your employees an enhanced pay rate for this. If you do not state what contractual overtime pay rates are in your employment contract but make overtime a contractual obligation, you are not legally obligated to pay them over their regular pay for these jobs. However, you must ensure that what they receive overall for the total hours worked meets the hourly National Minimum Wage (NMW) rate. 

Also, there are legal implications concerning the amount of holiday pay and pay in lieu of notice an employee has rights to where overtime is contractual. Therefore, it is crucial that you take legal advice from a solicitor. 

Key Takeaways

You may require your staff to work overtime beyond their fixed contractual hours. If so, you may have the following three types of overtime in place: 

  • voluntary overtime; 
  • compulsory guaranteed overtime; and 
  • compulsory non-guaranteed overtime. 

You need to be aware of whether your staff’s overtime is contractual. For example, it will likely be contractual if their employment contracts specify that they must work overtime. Contractual overtime can also be implied, so it is not written in the employment contract. It is important to note that there are legal implications arising from contractual overtime. For example, employees who refuse to work may breach their contract, and you may be able to take disciplinary action against them.

If you are implementing overtime, our experienced employment lawyers can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on 0808 196 8584 or visit our membership page.

Frequently Asked Questions

What are the main types of overtime in the UK?

In the UK, a contract details three main types of overtime: voluntary, compulsory and guaranteed, and compulsory and non-guaranteed.

Can contractual overtime be implied?

Overtime can be implied in a contract in the UK when it is regular and expected.

Register for our free webinars

Refunds, Returns and Repairs: Your Business’ Legal Obligations

Online
Understand your business’ obligations to provide a refund, return or repair. Register for our free webinar today.
Register Now

Sweat Equity: Helping Your Startup Grow

Online
Discover how sweat equity can support your startup’s growth. Register for our free webinar today.
Register Now

Selling a Business: Tips for a Successful Sale

Online
Selling your business? Learn essential tips to reduce risk and achieve a successful sale. Register for our free webinar today.
Register Now

How to Recover Unpaid Debts from Customers and Suppliers

Online
Struggling with unpaid debts? Discover your options. Register for our free webinar today.
Register Now
See more webinars >
Clare Farmer

Clare Farmer

Read all articles by Clare

About LegalVision

LegalVision is an innovative commercial law firm that provides businesses with affordable, unlimited and ongoing legal assistance through our membership. We operate in Australia, the United Kingdom and New Zealand.

Learn more

We’re an award-winning law firm

  • Award

    2024 Law Company of the Year Finalist - The Lawyer Awards

  • Award

    2024 Law Firm of the Year Finalist - Modern Law Private Client Awards

  • Award

    2023 Economic Innovator of the Year Finalist - The Spectator

  • Award

    2023 Law Company of the Year Finalist - The Lawyer Awards

  • Award

    2023 Future of Legal Services Innovation - Legal Innovation Awards