Blog Layout

Sleeping on the Job? A Right to be Paid?


payment while sleeping

Introduction


Many employees, by the very nature of their work, are required to sleep at their place of employment. Very often, these can be emergency or frontline workers who are required to be nearby, should a situation arise that requires their immediate attention. However, should they be paid for the time they are asleep?


The UK Supreme Court recently deliberated on this matter, finding that relevant employees should only be paid for the hours they are awake, attending to their duties.


Right to be Paid during 'Sleeping Hours'


Ms Tomlinson-Blake was a highly qualified care support worker who provided care to two vulnerable adults at their own home. When she worked at night, she was permitted to sleep but had to remain at her place of work. She had no duties to perform except to “keep a listening ear out” while asleep and to attend to emergencies, which were infrequent. For each night shift, she was paid an allowance plus one hour’s pay at the NMW rate. She brought proceedings to recover arrears of wages on the basis that she was entitled to be paid the NMW for each hour of her sleep-in shift. Her work was time work.

 

The employment tribunal (the “ET”) and, on appeal, the employment appeal tribunal (the “EAT”) found that Mrs Tomlinson-Blake was not merely available for work but actually working throughout her shift, even when asleep. Therefore each hour of her sleep-in shift had to be included in the NMW calculation.


Right to be Paid during 'Working Hours'


The UK Supreme Court  concluded that the meaning of the sleep-in provisions in the National Minimum Wage Regulations 1999 and National Minimum Wage Regulations 2015 is that, if the worker is permitted to sleep during the shift and is only required to respond to emergencies, the hours in question are not included in the National Minimum Wage calculation for time work or salaried hours work unless the worker is awake for the purpose of working.


Conclusion


This case rested on certain very specific definitions contained within the UK legislation. Although not directly applicable to this jurisdiction, the case may be a useful reference for relevant parties in similar payment-of-wages disputes.


Further Information


For further information, please contact the author of this article, Barry Crushell.

Share

Remote  work laws in Ireland
by RG343171 16 August 2024
The case of Aline Karabko v TikTok Technology Ltd (ADJ-00051600) examines the obligations employers have, under Irish law, when a request for remote work is made by an employee. As the law in Ireland currently stands, there is no right to remote work per se. This may be overcome when an individual has been guaranteed remote work in their contract of employment or remote work has been determined to constitute a reasonable accommodation in accordance with relevant employment legislation, where applicable. However, none of these exceptions applied in the present case.
Section 18 of the Parental Leave Act
9 August 2024
The case of Dean Hart v Komfort Kare (ADJ00051923) examines the circumstances under which a request for time off, by a parent, from their employer, must be given due consideration. Dean Hart (the Complainant) brought a complaint under Section 18 of the Parental Leave Act 1998 against Komfort Kare (the Respondent) to the Workplace Relations Commission (WRC), alleging that they denied him the right to take force majeure despite extenuating circumstances.
Constructive Dismissal and Sexual Harassment
31 July 2024
The case of Care Worker v Costern Unlimited Company (ADJ00046268) examines the circumstances under which it will be deemed reasonable for an employee to resign and bring a claim of unfair dismissal by way of constructive dismissal on foot of a failure of their employer to properly investigate their complaints.
Payment of notice pay after probation
6 June 2024
The case of Eric Bentley v Carcharger EV Limited (ADJ00050468) examines the circumstances under which an employee will be entitled to a payment in lieu of notice if dismissed during their probationary period. This is a very interesting case, as it was brought under the payment of wages provisions, but decided upon under notice legislation.
Interview discrimination
5 June 2024
The case of A Job Applicant v A Public Body (ADJ00049321) examines the burden of proof in discrimination claims, particularly when discrimination is being claimed at the interview stage.
The Burden of Proof in Constructive Dismissal Claims in Ireland
3 June 2024
The case of Mark Lowry v JJ Fleming and Company Limited (ADJ00036677) examines the burden of proof issues that often arise in constructive dismissal claims. Uniquely, the employer offered no substantive evidence to support their case, yet won, highlighting the very difficult hurdles an employee often faces in bringing an unfair dismissal claim following their resignation.
Show More
Share by: