On Sunday, 26 October 2025, at 2:00am, the clocks go back one hour as the UK transitions from British Summer Time (BST) to Greenwich Mean Time (GMT). While this annual change may seem minor, it can raise important questions for employers, particularly those with staff working overnight shifts.
What Does This Mean for Night Shift Staff?
When the clocks go back, a night shift that spans the time change could last an hour longer according to the clock. HR and managers often ask:
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Must employees be paid for the extra hour?
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Can staff leave after their usual hours, even if the clock says there’s more time to work?
The answer is not always straightforward. Employers have discretion, but any decision must comply with statutory requirements such as the National Minimum Wage (NMW) and working time regulations, as well as the terms of employees’ contracts.
Step 1: Check Employment Contracts
The first step is to review the contracts of employees working the affected shift. Consider:
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Does the contract specify shift hours (e.g., 10:00pm–6:00am)?
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Or does it define shifts by total hours (e.g., an eight-hour shift)?
Contract wording is crucial. An hourly-paid employee might be entitled to payment for the additional hour, while a salaried employee could be expected to work the full shift without extra pay. Ultimately, the employer’s policies on overtime and pay will determine entitlement.
Step 2: Ensure Compliance with the National Minimum Wage
Special care should be taken for employees earning at or near the NMW or National Living Wage. Paying or not paying for the extra hour could affect compliance. Employers must ensure that any shift worked during the time change does not result in pay falling below the statutory minimum.
Step 3: Review Working Time Rules
The additional hour could inadvertently lead to breaches of working time rules:
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Maximum permitted night working hours
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Required minimum rest breaks
HR teams should verify that the shift, with the clock adjustment, remains compliant with these regulations.
Step 4: Be Consistent and Fair
Some employees may “gain” an hour when the clocks go forward in March, balancing out the extra hour worked in October. However, not all employees will have matching shifts during the spring change. To maintain fairness and morale, employers may consider applying a consistent policy: if employees work the clock in October, allow the same flexibility in March.
Step 5: Decide Your Approach
Employers can choose one of several approaches:
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Pay for the extra hour – straightforward for hourly staff and avoids confusion.
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Allow staff to leave after their normal hours – useful for salaried employees or when fairness is a priority.
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Combine approaches – for example, pay certain categories of staff but allow others to leave early.
Clear communication is key. Staff should know in advance how the time change will affect their shift, pay, and rest breaks.
Key Takeaways for HR
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Review contracts carefully.
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Ensure NMW compliance for all staff.
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Monitor working time regulations.
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Apply policies consistently across similar situations.
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Communicate clearly with night shift employees about expectations and pay.
By preparing ahead, HR and management can avoid confusion, maintain fairness, and ensure compliance when the clocks go back on Sunday.
Contact us
To ensure your workplace remains compliant and prepared for the seasonal clock change, it is essential for employers to proactively review shift policies, confirm pay and working time arrangements, and communicate clearly with staff about how overnight shifts will be managed. Taking these steps can help reduce confusion, maintain fairness, and avoid potential disputes over pay or hours worked. For expert guidance on managing night shifts during the clock change and protecting your business, please contact Supportis at 0161 603 2156 or [email protected]
