{"id":447,"date":"2017-03-10T09:01:33","date_gmt":"2017-03-10T09:01:33","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=447"},"modified":"2017-03-10T09:01:33","modified_gmt":"2017-03-10T09:01:33","slug":"should-workers-be-paid-to-sleep","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/should-workers-be-paid-to-sleep\/","title":{"rendered":"Paid to sleep: Should workers be paid to sleep?"},"content":{"rendered":"<h4 style=\"text-align: justify;\"><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft wp-image-1168\" src=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1.jpg\" alt=\"\" width=\"300\" height=\"201\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1.jpg 900w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1-600x400.jpg 600w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1-300x200.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1-768x512.jpg 768w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2017\/03\/alarm-clock-resize-1-360x240.jpg 360w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>This is essentially the principle that came out of the case of <i>Whittlestone v BJP Home Support Limited<\/i>.<\/h4>\n<h3 style=\"text-align: justify;\"><strong><span style=\"color: #003a7a;\">The Case<\/span><\/strong><\/h3>\n<p style=\"text-align: justify;\">In this case, Mrs Whittlestone was employed as a care worker. She was paid \u00a36.35 per hour for all time that she spent providing care to a service user. She also undertook sleepover shifts, during which she was required to be present at a service user\u2019s home between the hours of 11pm and 7am. During\u00a0sleepovers Mrs Whittlestone was provided with a bed and was permitted to sleep if her services weren\u2019t needed by the service user. She was paid a flat rate of \u00a340 for sleepovers. There was no evidence that Mrs Whittlestone ever woke from her sleep\u00a0during a sleepover shift to provide care.<\/p>\n<p style=\"text-align: justify;\">Mrs Whittlestone claimed that she should be paid the National Minimum Wage (\u201cNMW\u201d) for all hours worked, including sleepover hours. The Employment Appeal Tribunal (\u201cEAT\u201d) agreed.<\/p>\n<h3 style=\"text-align: justify;\"><strong><span style=\"color: #003a7a;\">The findings<\/span><\/strong><\/h3>\n<p style=\"text-align: justify;\">The EAT held that the entire sleepover shift was \u201cworking time\u201d for the purposes of the National Minimum Wage Regulations 1999. The EAT observed that there was an agreement in place with the care provider that the employee would work and that had Mrs Whittlestone not been present at any time during\u00a0a sleepover shift, she would have been disciplined.<\/p>\n<p style=\"text-align: justify;\">In these circumstances, the EAT observed that it did not matter whether Mrs Whittlestone was asleep or actually performing duties during sleepover hours. The key point was that it was her job to be at the service user\u2019s home and for that reason, Mrs Whittlestone was entitled to be paid the NMW for the duration of her shift.<\/p>\n<p style=\"text-align: justify;\">This case can be distinguished from cases where a worker is \u201con call\u201d overnight. Where a worker is \u201con call\u201d and the night-time work is not the essential nature of the worker\u2019s job, any time spent not actually responding to a call (ie sleep )is usually regarded as \u201cnon-working time\u201d for which they are not entitled to be paid. During this time the worker is at liberty to\u00a0go about their activities as they wish (including sleeping) and will only be entitled to be paid where time is actually spent responding to a \u201ccall\u201d. The key difference then between such \u201con call\u201d working and Mrs Whittlestone\u2019s case, which was emphasised by the EAT, is the fact that Mrs Whittlestone\u2019s duty during the sleepover shift was to be physically present at the service user\u2019s home. Her activities during sleepover hours were limited and in the words of the Judge, Mrs Whittlestone was not able to \u201cslip out for a late night movie or fish and chips\u201d.<\/p>\n<p>This is not to say that the practice of paying flat rate for sleepovers is wrong. Indeed, it is commonplace within the care industry. However, if carers are paid little more than the NMW for non-sleepover hours worked, paying a low flat rate for long sleepovers may result in them being paid less than the NMW.<\/p>\n<p style=\"text-align: justify;\">This decision is likely to affect many residential care workers across the country and is not a welcome decision for care providers. Whilst it is accepted that there is already significant financial pressures placed upon care providers who will no doubt find it difficult to withstand a pay increase for its staff, these factors will not provide a defence for flouting the NMW. Given the recent announcement of an increase in the maximum penalty for\u00a0failing to pay\u00a0the NMW (it is expected to increase from \u00a35,000 to \u00a320,000) and the new policy of naming and shaming businesses that breach their obligations, it is therefore more important than ever for care providers to review and possibly change working practices to make sure they don\u2019t fall foul of the law.<\/p>\n<p>For further information please contact a member of our team by calling <strong><a href=\"https:\/\/www.tayloremmet.co.uk\/index.php\/contact-us\/call-back\"><span style=\"color: #003a7a;\">(0114) 218 4000<\/span><\/a>\u00a0or\u00a0<\/strong>email<strong> <span style=\"color: #003a7a;\"><a style=\"color: #003a7a;\" href=\"mailto:info@tayloremmet.co.uk\">info@tayloremmet.co.uk.<\/a><\/span><\/strong><\/p>\n<p>**Updated 10\/03\/2017**<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This is essentially the principle that came out of the case of Whittlestone v BJP Home Support Limited. The Case In this case, Mrs Whittlestone was employed as a care worker. She was paid \u00a36.35 per hour for all time that she spent providing care to a service user. She [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1168,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[156,39,104,157,158,134,140],"class_list":["post-447","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised","tag-care-workers","tag-employment-rights","tag-national-minimum-wage","tag-on-call","tag-pay","tag-sleepovers","tag-working-time"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Paid to sleep: Should workers be paid to sleep? | Blogs<\/title>\n<meta name=\"description\" content=\"Should workers be paid to sleep? 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