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Work breaks

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  • 01-05-2015 8:48am
    #1
    LegacyUser
    Registered Users Posts: 166,026 ✭✭✭✭


    Hi I work in a restaurant and regularly do 10.5 hour shifts and get one 15 minute break and one 30 is this legal. Also are roster is Wednesday- Wednesday but we usually don't get it till 7oclock Wednesday night for the following day can they legally do this. Thanks luke


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    #2
    Youngblood.III
    Site Banned Posts: 777 ✭✭✭Youngblood.III


    luke coco wrote: »
    Hi I work in a restaurant and regularly do 10.5 hour shifts and get one 15 minute break and one 30 is this legal. Also are roster is Wednesday- Wednesday but we usually don't get it till 7oclock Wednesday night for the following day can they legally do this. Thanks luke

    Drop into a local Citizens advice bureau office, they are a great help.....or ring them.


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    #3
    _Brian
    Registered Users Posts: 18,508 ✭✭✭✭_Brian


    From memory it's 15mins after 4 hours and 30mins 4 hours later.

    So you could be close enough.


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    #4
    MarkAnthony
    Closed Accounts Posts: 6,934 ✭✭✭MarkAnthony


    It's certainly not miles off OP. I'd expect another 15 in there, if nothing else for productivity but it's about right.

    On checking it's bang on the minimum.

    12.—(1) An employer shall not require an employee to work for a period of more than 4 hours and 30 minutes without allowing him or her a break of at least 15 minutes.

    (2) An employer shall not require an employee to work for a period of more than 6 hours without allowing him or her a break of at least 30 minutes; such a break may include the break referred to in subsection (1).

    (3) The Minister may by regulations provide, as respects a specified class or classes of employee, that the minimum duration of the break to be allowed to such an employee under subsection (2) shall be more than 30 minutes (but not more than 1 hour).

    (4) A break allowed to an employee at the end of the working day shall not be regarded as satisfying the requirement contained in subsection (1) or (2).


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