Workers whose duties involve periods of work split up over the day, such as cleaning or catering staff working split shifts. The purpose of this policy is to set out the arrangements and processes for ensuring NHS Fife's compliance with the Working Time Directive and Regulations. An employer may find a number of ways in which to meet this duty, for example, it may be sufficient for an employer with employees who keep regular hours (e.g. 9.00 am to 5.00 pm) for the employee to notify the employer that they are working in excess of the standard working hours. Then the employer could monitor the hours worked by the worker more closely, or adjust the work that a worker is being asked to do, to ensure compliance. By law (The Working Time Regulations 1998), employees and workers have the right to the following rest:

The Regulations apply to “workers” which includes employees, temporary workers and freelancers, but not the self-employed genuinely pursuing a business activity on their own account. If a young worker is required to work more than four and a half-hours at a time, then they are entitled to a break of 30 minutes. A young worker is also entitled to twelve uninterrupted hours in each 24-hour period in which they work. Both these entitlements can only be altered or excluded in exceptional circumstances. Young workers are also entitled to 2 days off each week and this cannot be averaged over 2 weeks.The sleep cycle can be defined as the oscillation between non-REM (rapid eye movement) and REM sleep, which will both be discussed below. It is also important that employees suffer no detriment as a result of exercising their entitlements under the Working Time Regulations. The Working Time Regulations indicate minimum requirements and it is recognised that more favourable conditions are currently in place within areas of NHS Fife. A distinction should be made between those employees who need to respond immediately and those who are warned in advance (e.g. theatre nurses who may be advised that they will be needed in a couple of hours). In the latter case, working time should not start until the employee has left his / her residence. For the purposes of this agreement the leave year runs from 1 April until 31 March in each year, unless otherwise agreed within an employee’s contract of employment or in the case of bank employments. The entitlement to Working Time Regulation annual leave is described in more detail within NHS Circulars PCS(AfC)2008/12, PCS(AfC)2009/1, PCS(AfC)2009/4 and the associated questions and answers, CEL(2011)15, DL(2017) 4, PCS(AfC) 2019/6, DL (2020)9 and DL(2021)03

Yes. Employees must agree with their Line Manager the basis upon which they will provide details of their hours worked within another employment. Line Managers will have to take adequate steps to ensure that patient care is not affected as a result of employees working over the maximum weekly limit. During sleep, the brain expends significantly less energy than it does when a person is awake, particularly during non-REM (rapid eye movement) sleep. REM sleep is a type of sleep characterized by a number of aspects, including the eye movements it is named for, virtual paralysis of the body, and the occurrence of dreams. Non-REM and REM sleep are two categories of sleep that are vastly different. Such time may or may not happen to coincide with the time for which an employee receives pay or with the time during which the employee may be required to work under their contract of employment.

Regulations set out conditions in respect of notice of intent to take up leave entitlement from the employee to the employer or notice of requirement to take or not to take the entitlement at certain dates or times from the employer to the employee. Arrangements should be agreed locally regarding requests for and agreement of annual leave. Leave requests are approved at managers discretion based on the needs of the service but should not be unreasonably refused. New policies/procedures will be subject to a review date of no more than 1 year from the date of first issue. hours available per week) - 90 (daily and weekly break hours) = 78 hours less 48 hours (working time) = 30 hours available for compensatory rest. There are 119 days in the reference period and 17 weekly rest periods of 24 hours to which the employee is entitled. Therefore, C is: To allow for individual flexibility, notice periods to amend the agreement should be negotiated between the employee and their manager at the time the agreement is made. Notice must be given in writing. In accordance with the Working Time Regulations the notice period to terminate an agreement should not be less than 7 days but no more than 3 months.