Employers Handle Extra Hour When Clocks Go Back

The clocks go back one hour at 2:00 a.m. on Sunday, October 25, 2026, marking the end of British Summer Time and the return to Greenwich Mean Time. For employers with staff working overnight shifts, this transition can create uncertainty about pay and scheduling. The determination of whether employees must be compensated for an extra hour of work, or if they can leave after completing their standard shift, depends on employment contracts and legal requirements.

Contract Clauses and Pay Considerations

Employers have discretion in determining how to handle the extra hour, but this must align with statutory rules on the national minimum wage and working time, as well as individual employment contracts. Contract wording is critical; for example, a shift defined as “10:00 p.m. to 6:00 a.m.” may automatically include the additional hour, whereas a contract specifying an eight-hour shift might not.

The distinction between hourly-paid and salaried employees matters. Hourly workers are more likely to receive pay for the additional hour, while salaried employees may be expected to work it without extra compensation, provided the employer’s overtime policies permit it. Employers may choose either approach, paying for the additional hour or allowing staff to leave after their contracted hours, regardless of legal minimums.

Legal Requirements and Fairness

If employees earn near the national minimum wage or living wage rate, employers must ensure that the extra hour does not reduce their pay below the applicable threshold. This requires careful calculation of total hours worked and wages earned during the pay period. Employers should also be careful that the extra hour does not lead to a breach of the rules on maximum nighttime working hours and minimum rest breaks. While some workers may benefit from that hour in October, they might not work night shifts when clocks advance again in March, creating an imbalance. To address fairness, those requiring clock-based attendance in October should adopt similar policies in March, allowing staff to leave after one fewer hour worked.