![]() The Workplace Relations Commission has a Code of Practice on Compensatory Rest Periods.Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on demand at full face value for United States currency, or by electronic transfer of funds. This means a rest period taken later, if possible before the end of the day. Instead of getting normal breaks, you are entitled to compensatory rest. Shift work: in certain circumstances, for example, if you work split shifts or changing shifts.Collective agreement to change rest periods: These changes must be approved by the Labour Court or if there is an Employment Regulation Order or Registered Employment Agreement.Exceptional circumstances: for example an emergency or an accident or some other unforeseeable event outside your employers control.In some cases the normal rules will not apply: The working hours of young people under the age of 18 are regulated by the Protection of Young Persons (Employment) Act 1996 - see ‘work breaks for young workers’ below. Some of these workers are covered by special rules that give them different rights around breaks and rest periods. Certain categories of civil protection services.People employed in transport activities.Family employees on farms or in private homes.Employees who control their own working hours.The rules on breaks and rest periods do not apply to all employees. There are special circumstances where you might not get the normal breaks or rest, but you have a right to compensatory rest instead - this means a rest period taken later. Some workers are not covered by the rules on breaks and rest periods. You can read more in the code of practice on the right to disconnect (pdf). However, you should tell your employer if you are not able to take rest periods or breaks and the reason why. The duty to comply with the rules on breaks and rest periods is with the employer, not the employee. ![]() ![]() When you are working from home, you must get your daily and weekly rest. You don’t have a legal right to smoking breaks. A reduction in your work hours: by 60 minutes in an 8 hour working dayīreaks are paid for the first 2 years (104 weeks) of your baby’s life.60 minutes time off: taken as one 60 minute break, two 30 minute breaks or three 20 minute breaks.If you breastfeed or express milk, you can have extra breaks in work. You are entitled to a one-hour consecutive break which must be between 11.30am and 2.30pm. Special rules apply if you work in a shop and you work more than 6 hours including from 11.30am to 2.30pm. If you start working again at 1.30pm or 1.45pm and continue working until 6 or 6.15pm you are entitled to another 15-minute break. As you have already taken a break at 11.15, your employer can limit this break to 15 minutes. If you start work at 7am you are entitled to take a 15-minute break at 11.30am.Īt 1.15pm when you have worked 6 hours you are entitled to take a break of 30 minutes. Whether you are paid for them depends on your employment contract. You have no legal right to be paid for these breaks and they are not considered working time. The break should not be at the end of the working day. A 30 minute break when you have worked more than 6 hours, which can include the first 15-minute break.A 15 minute break when you have worked more than 4 ½ hours.
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