How much for being on call?

packetlos

I am currently working in IT and the company I work for is installing a new computer system which needs to be working 24/7, luckily there is very little to go wrong so I am not expecting to be called out very often but my manager wants to formalise some on call arrangements, this is likely to be one week on one off at first moving to 1 in 3 in the future.

They have said that there will probably be some sort of % of my salary as an increase plus a call out rate but have no idea of what’s typical and there is next to no info on the net .

Do you have anything similar in your job? What arrangements do you have?

therealdessie

Typically callout charges are one-off and equivalent to a % of the daily rate - 150% for evenings, say, or 200% for weekends. These vary massively by the importance of the engineer and the company itself.

zzzLazyDaisy

You may also be able to agree a 'retainer' with your employer. For example, if you are required to be on call for a week, which means that you cannot have a drink in case you may be driving, and you cannot decide to visit your aged aunt 30 miles away after work because you are required to remain close enough to attend within a given time scale, then it would be reasonable to expect a retainer payment for those days, since even though you are at home, your time is not your own to do as you like.

There are no laws or regulations about this (apart from those that apply to hourly paid workers on or close to the minimum wage, which doesn't appear to apply to you).

It is all a question of negotiation with your employer.

packetlos

Thanks for the replies. I thought as much... I guess I will just have to wait and see what they offer.

Dime_Bar

I am a Field Engineer for an IT company and part of my job is to be on call 1 in 3 weeks. We cover 40 customers which are spread out from Birmingham to Dundee so a slightly different situation. It is part of our salery but when I was officed based they used to pay me a retainer of £150 per week plus the contracted overtime rate for any calls.

bestpud

Not in IT, but dh used to get £30 for being on-call (he had to be within so many miles and could not drink etc so it can be quite restrictive). He was also paid a minmum two hours (double pay) if he was called in, even if he was only there five minutes.

His went in fits and starts - nothing for three or four weekends and then called in several times over the next three weekends - that kind of thing.

Because of that, I would insist on an on-call retainer as you can't actually relax as such and it isn't a 'normal' weekend, even if you get no calls, iyswim?

Watch out for bank holidays too as his employer tried to get away with paying the same retainer for three days instead of two and he seemed to get caught for a lot of them!

ohreally

We get an on-call allowance (paid whether called out or not). Travelling time, home-base-home at time plus one half, minimum of two hours on site paid at time plus one half or double time depending on when the call out is, plus telephone line rental paid plus incidental expenses to cover class a business insurance if the company applies a surcharge. Our mileage has recently increased to .58ppm (i think, would need to check).

ceridwen

I would make sure that you have it agreed - in writing at that - exactly how much extra you are going to get for adding the "on call" responsibility to your duties. You will be doing extra - so you should get extra. Make sure that "extra" is formally agreed before you start doing the "extra" - whilst you are still in a bargaining position.

As things stand at present - you stay as you are paywise. If they want to get you doing on call as well they must make it worth your while - not vague promises. You dont want to be in a position where you have already started doing on call work and THEN find out they intend to pay peanuts for it - its easier to refuse on call work if you have never started in the first place than back away from it afterwards if you discover they dont intend to pay enough for it.

Good point re the "retainer" as you wont be able to drink or be far away whilst on call - so it will interfere with your normal life even if they never called you out. Its just the sheer sense of not being "off duty" too - that you wont be able to relax or switch off the phone to avoid unwanted personal calls if you decide to have some peace and quiet.

[Deleted User]

There were negotiations at work regarding our on-call work. I believe the rates were £100 for the week, with £50 per call out (up to max extra payments of £150). Negotiations fell apart because no one wanted to do it for a hundred quid

lynzpower

I do "on call" although I never have to go anywhere, simply co-ordinate the response from home.

I totally agree that it cripples you when you are on call whether anything happens or not. I cant go out and get drunk , cant go to cinema, and have fitful sleeps.

We get half a days annual leave for one week- including weekend on call. Im not sure tihs is fair but hell I need the annual leave, as I get the legal minimum. #

Im sure I read that when one is on call by law they should be paid the NMW as they are "at work" does anyone know if there is any truth in this?

zzzLazyDaisy

NMW for on-call work applies to hourly paid workers who are required to be on-call or on stand-by at a place designated by their employer. So, for example, if you are required to sleep on the premises in case you might be needed, or (as sometimes happens with couriers and lorry drivers) to be on stand-by in a layby or car park waiting for the next job, then those people are entitled to NMW during the waiting time.

BUT if you are a salaried employee, then NMW doesn't apply for on-call work - unless the time spent on call would bring your over-all hourly rate down to less than NMW - but even then it only applies if you are required to be somewhere during the on-call period. So for people who are on-call at home, who can carry on their daily lives unless there is actually a call out (subject of course to certain restrictions) then that is subject to negotiation with the employer.