Overtime

The agreement decides what counts as overtime

Overtime is work beyond the normal hours set for the role. The contract, written statement or workplace agreement should say where normal hours end, whether extra work is compulsory or voluntary and who can approve it.

There is no automatic legal right to a higher overtime rate. The agreed terms may provide ordinary pay, enhanced pay or time off in lieu. Whatever the arrangement, total pay for the relevant hours must still meet minimum-wage law. The Acas extra-hours guidance explains the current position.

Part-time workers need a fair comparison with full-time colleagues. A policy can use the full-time threshold before an enhanced rate begins, but it must not treat someone less favourably simply because they work part time.

Extra hours still affect other duties

Paid overtime and unpaid overtime the employer requires can count as working time. Check the total against weekly limits, daily and weekly rest, night-work limits and the fatigue risk created by the pattern. An opt-out from the average weekly limit does not switch off those other protections.

Regular overtime can also affect holiday-pay calculations. Keep payroll treatment separate from the question of whether the hours were authorised and safe.

Use one clear approval and recording rule

Tell people who may approve overtime, how to record start and finish times and when pay or time off will appear. Deal explicitly with call-outs, shift overruns, remote work and managers asking someone to finish a task after their rostered end.

Review repeated overtime by team and role. If extra hours have become predictable, the more honest response may be to change staffing or contractual hours rather than relying on an exception every week.