- WORKTIME PRO HOW TO
- WORKTIME PRO REGISTRATION
You are professionally accountable for your acts and omissions and you must be able to justify your decisions.
WORKTIME PRO REGISTRATION
If you work in a care home, the registering authority will revoke the home's registration if there is no qualified person on the premises.Īs a nurse, you are bound by your NMC Code and owe a duty of care to your patients to ensure their safety and manage risk.
If you are the only registered nurse - and therefore in charge - you must stay on the premises during your shift.
WORKTIME PRO HOW TO
If you are unable to take your breaks due to unsustainable pressures on staffing please see the section above, regarding how to raise concerns. The regulations are silent on whether a rest break is paid time but the RCN recommends that the break should be paid.Ĭheck your employment contract and/or policies to find out if you can leave your workplace during a break.
not be taken at the start or end of the working day. You are entitled to a minimum break of 20 minutes when your daily working time is more than six hours. The maximum notice should not exceed three months. Unless agreed otherwise, you will need to give a minimum of 7 days’ notice to your employer in writing. If you make the agreement and then wish to end it, you must give written notice to your employer. Any agreement made could relate to a specified period or may apply indefinitely – ensure this is clear in the agreement itself. The decision to opt-out is an individual and voluntary one, and you should not be under any pressure to take that option. You can opt out of the 48 hour weekly limit if you agree this with your employer in writing. 'Excluded' days include paid annual leave, sick leave and maternity leave. If the reference period includes any 'excluded' days, then the hours worked in the equivalent number of days following the reference period must be included. Hours are normally averaged over this reference period by taking actual hours worked divided by the number of weeks. You cannot be forced to work over 48 hours a week over a standard reference period of 17 weeks. The ACAS guidance on working hours may also be useful. staying late to finish something offĬheck your contract and your employer's policies if you are unsure about what is treated as working time in your workplace. unpaid overtime a worker has volunteered for, e.g. travelling outside of normal working hours. evening and day-release classes not related to work. normal travel to and from fixed or habitual workplaces. The following are generally not regarded as working time: any other time that is treated as ‘working time’ under a contract. time spent on call at the workplace, and. time spent actually working abroad in some cases. time spent travelling between home and work at the beginning or end of your working day (if you do not have a fixed work base or you are asked to work from somewhere other than your normal base). travelling sales reps or 24-hour plumbers time spent travelling for workers who have to travel as part of their job, e.g. If your concerns are not addressed, please contact us. You can raise your concerns in writing, following our raising concerns guidance. This may also include working under unsustainable pressures meaning that you cannot take your breaks or annual leave. If you have concerns about your working time speak to your line manager in the first instance. They include guidance on workforce planning and rostering, as well as staff health, safety and wellbeing. The RCN Nursing Workforce Standards are designed to support a safe and effective nursing workforce alongside each nation’s legislation. This area is complex and if you are in dispute with your employer over whether the regulations apply to you, please contact us for advice. There are certain exceptions to the application of the regulations, for example active membership of the armed forces. 'Workers' is a wider category than ‘employees’ (employees work under a contract of employment) so the regulations will apply to most agency workers. The key aim of the regulations is to ensure standards of health and safety in the workplace. They affect the number of hours an employee can work per week as well as the rest breaks the employee is entitled to - including breaks between shifts, annual leave and days off. The Working Time Regulations 1998 apply across the UK.
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