Does it matter when i take my lunch break?

cord123

No, I have always worked these hours since starting... already had my son. The only issue was when I once got a bonus of x% they prorata'd it even though my salary isnt pro rata'd but that was rectified the following month.

Dovah_diva

You're going to be popular with your colleagues if you get your way.

ohreally

The regulations which provide for rest breaks is clear - an uninterupted break of not less than 20 minutes (adult worker) - the regs additionally recognise the possibility of a collective or workforce agreement which may deviate from this.

http://www.legislation.gov.uk/uksi/1998/1833/regulation/12/made

swingaloo

To be honest, if the boss at our place allowed someone to skip lunch and leave early the flood gates would open and 99% of the workforce would ask for it.

Funky_Bold_Ribena

ohreally wrote: »

The regulations which provide for rest breaks is clear - an uninterupted break of not less than 20 minutes (adult worker) - the regs additionally recognise the possibility of a collective or workforce agreement which may deviate from this.

http://www.legislation.gov.uk/uksi/1998/1833/regulation/12/made

Entitled to one; not necessarily have to take one.

OP - just be prepared that they suddenly discover that you have been paid for lunch since you started and they might not be happy about it...

Savvy_Sue

cord123 wrote: »

I cant work fridays because my son is registered disalbled and has hospital around every 5 weeks so I need to keep this day free for his appointments - also it would mean more childcare cost during the holidays.

If these appointments are really regular, you could look at a system where you work slightly longer hours over two weeks to make up for a Friday.

cord123 wrote: »

I still dont feel that I have a solid answer - some people say i can take a 'lunch break' at the end of the day, some say I cant....

That's because there is no 'solid' answer: the break is an entitlement but you can forego it, however in your particular situation I think you'll be opening a can of worms by saying "I'd like to amend my hours to finish at 3.30 pm but actually because you give me a paid lunch hour I'd like to really finish at 2.30 pm."

If it was definitely an unpaid break it wouldn't be so much of an issue, but if your boss realises they've been paying you for 32 hours when you've only been working 28, and you now want to go down to 30 hours but only work 26 (is that right? not sure of the maths any more ...) - you can see the problem.

Also, you need to be sure that you won't be missed in the afternoons. I used to work until 2.30 pm, and found it really difficult to walk out then, and often the phone didn't get answered after I'd gone. When I changed to a four day week, that problem was resolved (apart from on my non-working day ...)

cord123 wrote: »

I spoke to an HR friend and apparently because my son is registered disabled it could possible change things. I will regularly need meetings with the teacher after school.

I am not sure what difference this makes to your request for flexible working, maybe your friend can explain? If your boss turned down your request because your child was disabled (ie they'd have granted a similar request if your child hadn't been disabled) then they could be guilty of indirect discrimination.

You do have slightly more rights to parental leave, but this is unpaid and not the same thing as flexible working. Couple of links: here and here.

cord123 wrote: »

I think I am just fustrated. I know I have no right at all to change my hours but I do think that if the only person affected by it is my manager and that she agrees then I cant see the problem.

So there's a manager between you and the boss? Definitely worth having them on your side ... but there is still the question of precedent.

cord123 wrote: »

I cant see other people asking for this as no other staff members have children (many are youngsters and have no desire for children in the next 5 years!) and the only other person with a child already does these hours.

Thing is that accidents happen, AND people can ask for flexible working arrangements to take care of adults as well as children. Which is why the precedent can be tricky.