Working 7 hours with no break

[lozlg]

I work in a casino on reception. We have been quite short staffed for a while. I do five eight hour shifts a week. Lately, when i do an afternoon shift, i start at 11.30am and I am on my own for 7 hours and go without a break until 6.30 when another receptionist starts. Is this allowed? I use the computer for most of this time. The second receptionist used to start at 4.00pm but now she starts at 6.30pm. I usually have to get the duty manager down during the day to cover me just so i can go to the toilet, its ridiculous.

[badgerchops]

The working time regulations ensure that all workers who work a shift of more than 6 hours must have the absolute minimum of a 20 minute break, in one solid block. This is the minimum by law.

If you use display screen equipment - computers, for example - your employer should plan your work so that you can take regular breaks from looking at the screen. again this is part of the working time regulations.

[badgerchops]

http://www.dti.gov.uk/employment/employment-le gislation/employment-guidance/page28979.html#r est_breaks

[antiguru]

Badgerchops is quite right, except for the source of the rules on breaks for computer users. Not the infamous Working Time Regulations, but The Health and Safety (Display Screen Equipment) Regulations 1992, which state in section 4:

�Daily work routine of users
Every employer shall so plan the activities of users at work in his undertaking that their daily work on display screen equipment is periodically interrupted by such breaks or changes of activity as reduce their workload at that equipment.�
http://www.opsi.gov.uk/si/si1992/Uksi_19922792 _en_1.htm

I�m mentioning this in case you choose to quote the legislative source to your employer when you tackle them.

You are entitled to breaks, but rather than just take them and open yourself up to a disciplinary for insubordination, ask for a quick meeting with your manager and explain what you�ve discovered diplomatically. If they get stroppy, raise a formal grievance but use the procedure rather than go AWOL. It�ll protect you later if you want to make a claim for unfair dismissal.