As Britain prepares for the annual clock change at 2:00am on Sunday 26 October 2025, the familiar shift from British Summer Time (BST) to Greenwich Mean Time (GMT) brings with it more than darker mornings and evenings—it also raises an important workplace question. What happens when employees working through the night suddenly find themselves on duty for an extra hour?
For many UK night time workers, particularly those in care, logistics, transport, and manufacturing, this annual change can cause confusion and potential pay disputes. Employers, meanwhile, face the challenge of ensuring compliance with working time laws, maintaining fairness, and avoiding accidental breaches of the national minimum wage.
The contractual question
At the heart of the matter lies a simple but crucial detail: how the employment contract is worded.
If a worker’s contract states their shift runs from “10:00pm to 6:00am,” then on the night the clocks go back, that shift technically lasts nine hours. But if the contract instead defines the job as an “eight-hour shift,” the worker may only be obliged to complete those eight hours—regardless of what the clock says.
For hourly paid workers, employers must determine whether that extra hour will be paid. For salaried staff, the expectation to work through the extra hour is often implied within their contractual duties, though many employers still choose to compensate for the additional time or offer time off in lieu.
Keeping pay above the national minimum wage
Employers must be mindful that when an extra hour is worked, it could impact compliance with the national minimum wage or national living wage thresholds. If an employee’s total pay divided by the total hours worked dips below the legal rate, it could result in a breach—even unintentionally.
This consideration is particularly critical in sectors where hourly pay is classed as low income and close to the legal minimum in the UK. Employers should review their payroll systems ahead of the time change to ensure that no worker is paid less than the statutory rate once the additional hour is factored in.
Working time rules and rest breaks
The extra hour created by the clock change may seem small, but it can have implications under the Working Time Regulations 1998. These laws cap average night work at eight hours within a 24-hour period and require adequate rest breaks between shifts.
Employers must ensure that any shift extensions caused by the clock change do not push workers beyond their legal limits. Failure to manage this properly could result in breaches that affect health, safety, and wellbeing—particularly for staff already working long or demanding shifts.
Fairness and consistency across the workforce
Although it might seem to “even out” when the clocks go forward again in March 2026—giving some workers an hour less—this only works if the same people are on shift. In practice, that’s rarely the case. One group of night shift workers might repeatedly work longer in October, while others benefit from shorter shifts in spring.
The Workers Union recommends a consistent and transparent approach to this annual issue. If employees are expected to work the full nine-hour shift in October, the same logic should apply when the clocks move forward, allowing those on shift in March to finish an hour early. Alternatively, employers could introduce a fixed rule—such as paying for the additional hour—to ensure fairness across the board.
Clear communication is key. Employers who address the issue before the change demonstrate respect for their staff and strengthen trust within their teams.
Practical guidance for UK employers
- Review contracts to see how shifts are defined—by time or duration.
- Plan ahead to ensure compliance with the national minimum wage and working time rules.
- Communicate clearly with staff before the change to prevent confusion.
- Maintain fairness—apply the same approach in March as in October.
- Document any adjustments or payments made for clarity and consistency.
By approaching the clock change with fairness and foresight, employers not only protect themselves from legal pitfalls but also show appreciation for the dedication of their night shift workers and those who keep essential services running while most of the country sleeps.
When the clocks go back on 26 October 2025, employers and workers should take a moment to consider how this small seasonal shift impacts pay, working hours, and wellbeing. A little preparation and clear communication go a long way in keeping everything running smoothly and fairly for the UK workforce.
