Shift Patterns At Work: Employers’ Guide

With the traditional 9-to-5 model becoming less dominant, shift work using appropriate shift patterns is emerging as a flexible alternative, catering to both business needs and employee preferences.

Historically, shift work was largely confined to essential services that required round-the-clock operations, such as healthcare, transport and communications. However, the demands of continuous production, global markets and rising customer expectations for 24/7 access to services have led to a significant expansion of shift-based roles across multiple industries. The rise of flexible working arrangements has also made non-traditional work schedules a defining feature of the modern economy.

While shift work is essential for many businesses, employers must carefully balance operational efficiency with compliance, ensuring that shift patterns align with legal obligations, health and safety considerations and employee rights.

In this guide, we explore some of the most widely used shift patterns in the UK, beyond the standard Monday-to-Friday routine. We assess the advantages and drawbacks of different scheduling approaches for employers and examine how flexible working arrangements can often provide the best solution for both businesses and their workforce.

 

What is shift working?

 

Shift working is a work schedule arrangement where employees work in set time periods (shifts) rather than following a traditional 9-to-5 workday. Shifts can be scheduled at different times throughout the day and night to ensure continuous business operations. This is commonly used in industries that require 24/7 coverage, such as healthcare, transport, manufacturing, retail and emergency services.

Shift patterns can vary widely and include fixed shifts, rotating shifts, night shifts, split shifts and on-call work. Employers must comply with working time regulations, ensuring that employees receive appropriate rest breaks, fair pay and protections against excessive working hours. Shift work can provide flexibility and extended service hours, but it also presents challenges, such as managing employee wellbeing and preventing fatigue.

 

Shift pattern examples

 

Standard shifts can vary in length, most commonly from around 8 to 12 hours, with a range of working patterns and shift rotations used to ensure that staff are available as and when required, although much will depend on the nature and the needs of the particular business in question.

Some of the most established approaches to shift-working in the UK include:

 

The two-shift system

 

The most frequently worked shift pattern in the UK is probably the two-shift system that will rotate two members or teams of staff. This involves an early and a late shift, comprising two successive 8-hour shifts, such as 6am-2pm followed by 2pm-10pm, with one team working mornings or ‘earlies’ and the other working afternoons or ‘lates’.

These shifts usually run from Monday to Friday and are often alternated on a weekly basis, although the rate of rotation does not need to be on alternate weeks. This could instead be fortnightly, monthly or even quarterly. These shifts can also be fixed, with regular ‘earlies’ and ‘lates’. The two-shift system is often used, for example, in manufacturing.

 

The three-shift system

 

The three-shift system adds a night shift to the standard two-shift pattern, giving three rotating 8-hour shifts to provide 24-hour cover where needed. These shifts typically run from 6am-2pm, 2pm-10pm and 10pm-6am, usually over a period of 5 or 6 days.

Again, shifts generally rotate on a weekly basis, where teams will spend a week on each, with nights, afternoons and mornings progression over the three-week cycle. The three-shift system is often used in warehouses or where 24-hour customer service roles are required.

 

Night-shift working

 

Night shifts are typically 10pm to 6am, Monday to Friday. Some shift-workers work nights as part of a three-shift working arrangement, while others work permanent nights without any rotation into days. When used in isolation, 4 x 12 hour night shifts are popular, in conjunction with 4 consecutive days off. These are often referred to as 4-on 4-off shifts. The 4-on 4-off model can also be used for daytime shifts, or a combination of both, for example, where someone works for 4 consecutive days, followed by 4 days off, then 4 consecutive nights.

The 4-on 4-off shift pattern is often used in industries like healthcare or hospitality. This can be changed to a 4-on and 3-off approach, with fewer rest days taken in between shifts.

 

Weekend shifts

 

Weekend shifts are those taking place over a Saturday and Sunday, or sometimes three days by including Fridays. This shift pattern typically uses 12-hour shifts, possibly rotating between days and nights on alternate weeks where night-shifts apply.

When used in conjunction with a three-shift pattern, full 24/7 cover can be achieved. Weekend shifts, including dedicated weekend night staff, can also be used in combination with any other weekly shift rotations to give Monday to Friday workers a full weekend off.

 

Twilight or evening shifts

 

The twilight or evening shift is a short shift worked in the evenings, typically 5pm to 9pm. This is a part-time shift pattern commonly used for cleaning staff, or in the hospitality and service industries, or where there is seasonal demand, such as in retail.

 

Split shifts

 

A split shift is one that is divided into two parts so that a shift-worker may, for example, work the first part of their shift between 6am and 10am, while the latter take may place between 4pm and 8pm. The split shift is again a common arrangement for cleaning contracts.

 

Staggered day shifts

 

Staggered days are typically based on a pattern of 5 x 8 hour days, but spread over 6 or 7 days to provide formal weekend cover. Workers are normally given compensating days off during the week and this shift pattern tends to be based on a 2 or 3 weekly cycle. The staggered days shift pattern is frequently used in retail, or for plant maintenance and services groups.

 

Benefits of different shift patterns

 

The availability of a wide range of shift patterns at work can provide employers with a choice of ways in which they can provide the appropriate level of cover needed for their business at all times. Additionally, a combination of different shift patterns can be tailored to meet both the needs of the business and those of individual workers.

Different benefits also arise for different shift patterns. For example, the twilight shift is reported to be a highly productive working structure because the shifts are short and staff are often highly motivated. This shift pattern is useful when offering part-time work and is popular with staff with other responsibilities, such as caring for children since it can provide employment when care can be provided by a partner working normal daytime hours.

Equally, the use of 12-hour shifts, over the more traditional 8-hour shift, are popular with many workers as they involve working fewer shifts over the shift pattern cycle. Even night shifts, whilst not for everyone, can suit certain individuals, not least because pay rates tend to be higher and workers can be drawn to the relatively quiet nature of the work, resulting in increased levels of employee engagement and staff retention rates.

 

Drawbacks of different shift patterns

 

There are specific drawbacks to each and every shift pattern, although the use of any form of shift-working is likely to come at a financial cost to the employer. This is because there is usually a shift allowance rolled into the pay rate as a benefit of working shifts. These payments are designed to compensate workers for the unsociable aspects of shift work and the disruption that working non-standard hours can cause to their personal lives. At the same time, premium payments make shift-work more attractive to staff and therefore ensures that there is sufficient available labour to cover the necessary work.

The size of the shift premium is typically linked to the relative inconvenience of a particular shift pattern, reflecting things like the time when shifts are worked, the length of the shift, whether weekend or night work is involved, and the speed of rotation. For example, even though night-shift workers are not legally entitled to a higher rate of pay, the premium to incentivise staff to work nights will often be much higher than for daytime shift-working. Where night working forms part of a 4-on 4-off pattern, the consecutive number of weekends that can be affected by the shift pattern can also equate to a need to pay workers more.

Perhaps, however, the greatest drawback involved in the regular use of shift patterns at work are the risks to health and safety of staff caused by working long or unsociable hours. Shiftwork, especially night-work, is known to have a negative impact on the health and wellbeing of workers, where extensive research has shown that shift-work significantly disrupts the body’s natural sleep-wake cycle, impacting the quality and quantity of sleep a person gets, not to mention significant disruption to their family and social life.

The overall impact of shift-work can therefore result in fatigue and mental stress, often exacerbated by a poor work-life balance. This, in turn, can result in reduced performance and productivity, low levels of employee engagement and increased staff turnover. Where workers are tired and stressed, this can also result in a higher risk of absences and accidents and injuries, and even long-term health issues from prolonged periods of disturbed sleep and irregular mealtimes.

 

Employer legal obligations & considerations

 

Employers in the UK must ensure that shift patterns comply with employment laws, health and safety regulations, and worker rights. Managing shift work involves several legal considerations, from working hours and breaks to discrimination risks and wellbeing support. Ensuring compliance is essential to avoid legal disputes, protect employee wellbeing, and maintain a productive workforce.

 

Legal Obligation	Requirement
Maximum weekly working hours	48-hour limit per week unless the employee opts out
Minimum rest breaks	20-minute break for shifts longer than 6 hours
Daily rest period	At least 11 consecutive hours between shifts
Weekly rest period	One full day off per week or two per fortnight
Night shift limit	No more than an average of 8 hours per shift
Health assessments for night workers	Must be offered before starting night shifts and regularly thereafter
Flexible working requests	Must be considered after 26 weeks of employment
Discrimination protection	Shift patterns must not unfairly disadvantage workers based on protected characteristics
Overtime rules	Must comply with working time limits and be reasonable
Pay requirements	Must meet National Minimum Wage; shift allowances depend on contract

 

Working time regulations and maximum weekly hours

Under the Working Time Regulations 1998, employees must not work more than an average of 48 hours per week, unless they have voluntarily opted out. This limit is calculated over a 17-week reference period and includes overtime. Special rules apply to night workers, young workers, and those in certain high-risk jobs. Employers must monitor working hours to ensure staff do not exceed legal limits.

 

Rest breaks and minimum rest periods

Employees are entitled to rest breaks to protect their health and wellbeing. Anyone working more than six hours per day must receive at least a 20-minute uninterrupted break. Additionally, workers must have at least 11 consecutive hours of rest between shifts and a minimum of one full day off per week or two days off per fortnight. These rules help prevent exhaustion and reduce the risk of workplace accidents.

 

Night shift regulations

Night workers, defined as employees who work at least three hours between 11 PM and 6 AM, have additional protections under UK law. Employers must ensure that night workers do not exceed an average of eight hours per shift over a 17-week period. Night shift workers are also entitled to regular health assessments to ensure their work schedule is not adversely affecting their health.

 

Health and safety obligations

Shift work, especially night shifts or long hours, can pose health risks such as fatigue, stress, and disrupted sleep patterns. Employers must conduct risk assessments to evaluate the impact of shift work on employees’ wellbeing. Where risks are identified, adjustments may be necessary, such as rotating shift schedules, providing additional rest periods, or ensuring workers have access to health support services.

 

Pay and shift allowances

There is no legal requirement to pay higher wages for shift work or night shifts unless the contract states otherwise. However, employers must ensure that wages meet at least the National Minimum Wage or National Living Wage. Some employers offer shift allowances or enhanced pay rates to compensate employees for unsociable hours, which can help improve retention and morale.

 

Flexible working requests

Employees have the right to request flexible working from day one of employment, including changes to shift patterns. Employers must consider requests fairly and can only refuse them if there is a valid business reason and after consultation with the requesting employee.

 

Discrimination and fairness in shift allocation

Employers must ensure that shift patterns do not indirectly discriminate against workers based on protected characteristics under the Equality Act 2010. This includes considering the needs of workers with disabilities, religious commitments, or childcare responsibilities. Failure to provide reasonable adjustments or fair scheduling practices could lead to legal claims of discrimination or unfair treatment.

 

Managing overtime and shift changes

Employees have the right to reasonable notice of any changes to their shift patterns. While there is no specific legal requirement defining what constitutes reasonable notice, many contracts or workplace policies set expectations for how far in advance shifts must be communicated. If an employer frequently changes shifts without adequate notice, this could lead to claims for unfair treatment or breach of contract.

If an employment contract includes mandatory overtime, employees must comply with reasonable requests. However, employers must ensure that overtime does not breach working time limits.

 

Health & safety for shift-working

 

All employers have a general duty under the Health and Safety at Work Act 1974 to ensure, so far as is reasonably practicable, the health, safety and welfare at work of their staff. This means that they cannot normally require their staff to work excessive hours or unsuitable shift patterns that are likely to lead to ill health or accidents caused by fatigue.

Under the Management of Health and Safety at Work Regulations 1999, employers must carry out a risk assessment to identify potential hazards associated with shift patterns, and take measures to eliminate or control them. This could include risks to both the physical or mental wellbeing of their workforce, including work-related stress, where particular emphasis should be placed by the employer on the provision of:

 

• adequate supervision for all shift patterns
• access to refreshment facilities, such as canteens or vending machines
• access to training for all staff, even those working unsociable hours
• consideration of the needs of staff with domestic responsibilities
• consideration of transport needs for those working unsociable hours
• alternative days off where weekends and bank holidays are worked.

 

In addition to these general health and safety duties, under the Working Time Regulations 1998 specific statutory duties arise in the context of night-shift working. Where a risk assessment highlights workplace hazards, or heavy physical or mental strain, the employer must ensure that workers do not undertake more than 8 hours of work in any 24-hour period during which they perform night work. Otherwise, the night-shift worker must not work more than an average of 8 hours on night work in each 24-hour period over a period of 17 weeks.

The employer must offer free health assessments to new night-shift workers and on a regular basis moving forward, keeping records of both these assessments and the hours worked. If a worker is found to have health problems related to night-time working, the employer must offer suitable daytime work where at all possible. Additionally, all workers, including daytime workers, are entitled under the 1998 Regulations to a minimum number of rest breaks, both at work and between shifts, with an overall 48-hour weekly working time limit.

 

Which is the best shift pattern for my business?

 

You can tailor any type of shift pattern to suit the needs of your business, for example, by varying shift lengths and rotations, provided you comply with the rules relating to rest breaks and the maximum weekly and night working hours. However, the key to creating the best solution for both your business and workforce, not least to ensure the health and wellbeing of your shift-workers, is often by introducing some level of built-in flexibility.

Each and every worker will have unique needs based on their personal circumstances and preferences. This is even more pertinent in the context of COVID-19, where workers are looking for ways in which they can work more flexibly. Although flexible working arrangements require a greater degree of rota planning to help keep track of each worker and how long their shifts last, the ability to meet the needs of each worker, as well as the demands of the business, can help to maximise the benefits and minimise the drawbacks of shift-working.

 

Need assistance?

 

DavidsonMorris’ HR consultants work with employers to support and nurture healthy, productive and engaged workforces. We help to develop and implement workforce management and engagement strategies aligned to your people and organisation objectives, while improving performance and protecting commercial interests. Working closely with our employment law colleagues, we provide holistic guidance which encompasses the HR aspects and the legal aspects of implementing change within the workplace. For expert advice on the impact of different working patterns and how shift working could work for your business, contact us.

 

Shift pattern FAQs

 

What are shift patterns?

Shift patterns refer to the way working hours are scheduled for employees. These can include fixed shifts, rotating shifts, night shifts, or split shifts, depending on the needs of the business.

 

What are the legal requirements for shift patterns in the UK?

Employers must comply with the Working Time Regulations 1998, which set limits on weekly working hours, rest breaks, and night work. Employees must not work more than 48 hours per week, unless they opt out of this limit.

 

Can an employer change an employee’s shift pattern?

Employers can change shift patterns if the employment contract allows it. However, changes must be made with reasonable notice and in compliance with employment law. If a change is significant, consultation with employees may be required.

 

Are employees entitled to extra pay for night shifts?

There is no legal requirement for higher pay for night shifts, but employers must comply with the National Minimum Wage and ensure night workers do not work more than an average of 8 hours in a 24-hour period.

 

Do employees have to agree to shift pattern changes?

If a shift change is not covered in the contract, employees may need to agree to the change. Employers should engage in discussions and consider any objections, especially if the change affects childcare or health conditions.

 

What is a rolling shift pattern?

A rolling shift pattern is a schedule that repeats on a continuous cycle, such as four days on, four days off. This type of shift work is common in industries that require 24/7 coverage.

 

Are there rules on breaks during shifts?

Employees are entitled to a 20-minute rest break if they work more than 6 hours per day. They must also have 11 hours of rest between shifts and at least one day off per week.

 

Can shift workers request flexible working?

Employees who have worked for an employer for at least 26 weeks have the right to request flexible working, which may include changes to their shift patterns. Employers must consider requests fairly but can refuse them for valid business reasons.

 

Do employers need to give notice before changing shifts?

There is no set legal requirement for notice periods for shift changes, but reasonable notice should be given. Many businesses set notice periods in employment contracts or staff handbooks.

 

Can an employee refuse to work overtime on a shift?

Unless the contract requires mandatory overtime, an employee can refuse overtime. However, some contracts include a clause stating that employees must work reasonable overtime when necessary.

 

What protections exist for night shift workers?

Night workers are entitled to regular health assessments and must not work more than an average of 8 hours per nightover a 17-week period, unless an exemption applies.

 

Glossary

 

Term	Definition
Shift Pattern	The schedule that determines when employees start and finish work, including fixed, rotating, split, and night shifts.
Working Time Regulations 1998	UK law that governs working hours, rest breaks, night work, and maximum weekly hours to protect employees’ rights.
Fixed Shift	A shift pattern where employees work the same hours on the same days each week.
Rotating Shift	A shift system where employees work different shifts on a scheduled rotation, such as switching between morning, afternoon, and night shifts.
Split Shift	A work schedule where an employee’s shift is divided into two separate periods during the day with a break in between.
Rolling Shift Pattern	A repeating shift cycle, such as four days on, four days off, commonly used in industries requiring 24/7 coverage.
Night Shift	A work schedule that takes place overnight, usually between 11 PM and 6 AM, with specific legal protections for workers.
Zero-Hour Contract	A contract where employees are not guaranteed set working hours but are called in when work is available.
Rest Breaks	Legally required breaks during a shift, including a 20-minute break for shifts longer than six hours.
Overtime	Additional working hours beyond an employee’s contracted shift, which may be voluntary or required depending on the contract.
Shift Allowance	Additional pay provided to employees who work unsociable hours, such as night or weekend shifts, though not legally required.
Reasonable Notice	The period of time an employer should give before making changes to shift patterns, typically outlined in employment contracts.
Flexible Working Request	A legal right for employees with 26 weeks of service to request changes to their working hours or patterns, subject to employer approval.
Maximum Weekly Working Hours	Under UK law, employees must not work more than 48 hours per week unless they opt out of this limit.
Health Assessment for Night Workers	A medical check required for employees working night shifts to ensure their health is not affected by working overnight.
Employment Contract	A legally binding agreement between employer and employee that may specify shift patterns and requirements for overtime.
Unsociable Hours	Work hours considered outside standard working times, typically late evenings, nights, weekends, and public holidays.
Right to Refuse Overtime	An employee’s ability to refuse additional hours unless their contract requires “reasonable” overtime.
Rest Period	The minimum required gap between shifts, usually 11 hours between working days and one full day off per week.
On-Call Shift	A work arrangement where an employee must be available to work if needed, but is not necessarily working the entire time.