Shift pay

Rachel Sharp Editor's message: Employees who work outside of normal working hours are typically compensated through additional pay. As a general rule, the greater the disruption to an employee's normal life, the larger the premium: while some shift patterns - such as permanent mornings - often do not attact an additional premium, for employees on permanent nights the additional pay can be considerable. Employers should make it clear in the contract of employment what the shift premium is and how often it will be reviewed.

For information on shift-working arrangements, see Shift work.

Rachel Sharp, HR practice editor

Latest items in Shift pay

  • Shift working survey 2015 - pay and working patterns

    Date:
    4 December 2015
    Type:
    Survey analysis

    Our latest research investigates the most common shift patterns and looks at the hours, rotations and pay of shift workers.

  • How to set up, manage and review a shift system

    Type:
    How to

    Practical guidance on employing shift workers, including shift patterns; shift premiums; and night work.

  • Introduce a shift system

    Type:
    Tasks

  • Shift-working hours and rotation: 2012 XpertHR survey

    Date:
    7 December 2012
    Type:
    Survey analysis

    Shift-working arrangements can be complex, involving various start and finish times, and shift rotations, but they continue to be used by companies to meet business needs and to match staffing with variable demand for goods and services.

  • Shift-working premiums: 2012 XpertHR survey

    Date:
    7 December 2012
    Type:
    Survey analysis

    Shift premiums remain stable, with few employers further enhancing pay for shift working, but, nevertheless, working antisocial hours or on alternating shift systems continues to merit additional reward, which can boost earnings by as much as 50%.

  • Shift allowance contract clause

    Type:
    Policies and documents

    A model contract clause on shift payments.

  • "Broad brush" explanation for differential

    Date:
    1 May 1993
    Type:
    Law reports

    In Calder and another v Rowntree Mackintosh Confectionery Ltd (19 February 1993) EOR49A, the Court of Appeal upholds a finding that the employers had satisfied the defence under s.1(3) of the Equal Pay Act by showing that a differential between women twilight-shift workers and male rotating-shift workers was due to the inconvenience of being required to work rotating shifts.

About this topic

HR and legal information and guidance relating to shift pay.