Employment rights.

FBaby

My understanding of the law in regards to lunch break is that the company has to OFFER a break of at least 20 minutes. I am not sure whether it has to be taken legally. Many companies will have internal policies that will stipulate that all staff how to take a break of at least x minutes, either because they believe that staff taking a break will perform better in the afternoon or because that stops everyone wanting to leave early.

ohreally

The regulation simply states a qualifying employee is entitled to a rest break.

Takeaway_Addict

you're all missing the fact that the OP's daughter gets 2 x 15 minute breaks and a lunch break. Unless it has to be an unbroken 20 minutes its not an issue if they miss the lunch break.

specialboy

The law requires the employee to have the opertunity to take a 20 min uninterrupted break if working 6 hrs or more.

timbo58

specialboy is correct IME.
6 hours is the trigger.

specialboy

It's actually 'more than 6 hours'

Mersey_2

The law has only been in force for 6 weeks, so your daughter needs to make a formal request in writinng (see below).

Changes to the law on flexible working are now in force. The new law will apply to any flexible working request made on or after 30 June.
The detail
Any employee may now make a flexible working request. There is no longer a requirement for an employee to be a parent or carer to qualify.
As previously, only employees with at least 26 week’s service are eligible to apply. The new law only permits one request per employee in any 12 month period (although an employer may choose to allow more). Eligible employees can request a change to working hours, working time or working location.
The change in law is supported by a statutory ACAS Code of Practice which will be taken into account by Employment Tribunals when considering whether a request for flexible working has been dealt with appropriately. The emphasis is on acting ‘reasonably’ both in terms how the request is dealt with and the time taken to process it.
The prescriptive statutory process for considering a request has been scrapped in favour of a requirement that consideration of a request, including any appeal, must be completed within 3 months, unless the employee agrees to a longer period.
The eight business reasons for rejecting a request have been carried over from the old regime so the limited grounds on which a flexible working application can be refused remain exactly the same. These grounds include the burden of additional cost or any detrimental impact on performance, quality or ability to meet customer demand.