Get UK Public Health Wales Working Time Directive - Opt Out Agreement 2017-2024

The WTR currently remain unchanged after Brexit. The WTR set out rules limiting working hours and provide for rest breaks and paid holidays. This Inbrief looks at an employer's main obligations under the WTR.

Your employer can agree with you to waive or modify all rights under the regulations, with the exception of annual leave and you must have the opportunity to opt back in to the regulations should you wish to do so. Basically, the ball's in your court.

You can choose to work more than 48 hours a week on average if you're over 18. This is called 'opting out'. Your employer can ask you to opt out, but you cannot be sacked or treated unfairly for refusing to do so.

A worker cannot be made to work on Sundays unless they agreed it with their employer and put it in writing (for example, changed the contract). Employers only have to pay staff more for working on Sundays if it has been agreed as part of the contract.

The Working Time Regulations 1998 (WTR) implement the European Working Time Directive in the UK. The WTR currently remain unchanged after Brexit. The WTR set out rules limiting working hours and provide for rest breaks and paid holidays.

In the UK, the Working Time Regulations (WTR), in implementing the WTD, provided that employers may opt to provide a 48-hour rest period in a 14-day reference period instead of a 24-hour rest period in a seven day reference period.

The Working Time Directive (WTD) is legislation intended to support the health and safety of workers, by setting minimum requirements for working hours, rest periods and annual leave. The Directive was enacted into UK law as the Working Time Regulations from 1 October 1998.