Saturday working

[NelsonR32]

Need some advice from Pistonheads HR.

In my team we work 1 in 3 Saturdays. One of the team has left meaning myself and my colleague will now need to work every other Saturday.

In our contracts it strangely states that we are required to work, "Saturdays as required" which seems massively vague. Meaning that we could go from working 1 saturday in a month to working 5 in a long month if we have 1 member of staff (has happened). This doesnt really seem fair or legal?

As the contract is so vague. I am unable to determine where we stand with regards to payment on the extra Saturdays we will be working. The plan is to get a replacement but this will probably take 3 months at least.

I dont want to create a fuss at work but also dont want to have the piss taken out of me. Anyone had similar experiences?

[NelsonR32]

I forgot to add. We are all salary paid which is where the confusion is.

[AB]

I work 'any other hours as required' which can mean 8am-5pm Monday to Friday or 12 hours a day, 7 days a week if needs be.

Not really sure you have a leg to stand on.

[Roo]

Sounds like normal contract t&pc's.

I'm in a similar predicament. Except I already work every Saturday and have now been told I need to work Sundays on a rota.

[edc]

Unless your contract specifies which Saturdays or how many then it is deliberately 'vague' to allow the employer some flexibility. You should have a specific number of contracted hours and their should be some provision for overtime, even if it only says no overtime is payable. You may also find that payment for overtime Saturdays has historically been made and by such custom and practice becomes an implied term.

[anonymous-user]

I think you're probably stumped on this one, but there wouldn't be any harm in asking them to consider giving you a rise to reflect the extra hours, particularly as you are there is one less employee taking a wage.

[944fan]

Unless your average working week in hours including the Saturdays you do work is more than 48 and you haven't given the employer written consent to opt out of the EU Working Directive then you are buggered. Most contracts will contain a clause which states you do opt out, although you can rescind that if you wish.

As the previous poster suggested, talk to your boss and say you are happy to do the work but in the meantime whilst you and the other person are pulling their socks up is there some potential reimbursement that can made, such as ex gratia payments, overtime, TOIL etc.