The End of British Summer Time – What Employers Need to Know

26 October 2025 marks the end of British Summer Time (BST), when the clocks go back by one hour on the last Sunday of October in the UK.

For most people, the clock change means an extra hour in bed. However, the original idea behind BST was to help people in the northern hemisphere make better use of natural daylight during the summer months.

Why Do the Clocks Change on a Sunday?

The decision to move the clocks back on a Saturday night/Sunday morning was designed to minimise disruption for schools and businesses. Yet, with more companies now operating 24/7, it raises an important question: what does this mean for employees working weekend shifts?

Night Shifts and the Clock Change

If your staff are working overnight when the clocks go back, they are technically working an extra hour.

• Hourly paid staff: Pay should reflect the actual number of hours worked.
• Salaried staff: Normally, pay remains unchanged, even if the hours worked differ.

It is vital to review the wording in employment contracts:

• If contracts specify a set number of hours, staff must still work those hours.
• If contracts specify start and finish times, employees should finish at the agreed time, regardless of the extra hour.

National Minimum and Living Wage Considerations

Employers must take care where salaried staff are paid at or near the National Minimum Wage (NMW) or National Living Wage (NLW). If staff work the extra hour without adjustment, their pay could fall below the legal threshold. Always ensure compliance by making the necessary corrections.

Working Time Regulations

Remember, employees cannot be required to work more than 48 hours per week unless they have signed an opt-out agreement.

Need Advice?

If you have questions about managing staff pay or working hours during the clock change, contact us for expert HR guidance.