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In SA, ACT, NSW, Tas and Vic, Daylight Savings ends on Sunday 3 April 2016. The clocks will go back one hour from 3AM to 2AM – but what happens for employees who are working at that time? Do they work the extra hour at the end of their shift? Are they paid for that hour? Do they go home before their rostered finish time? Employers should be aware of how the end of Daylight Savings affects employee entitlements and inform payroll accordingly.

What are employees entitled to?

 You should check your applicable award, enterprise agreement or contract of employment for provisions relating to Daylight Savings, as the entitlements will differ depending on what instrument applies.

An award or agreement might provide that employees are paid for the actual time worked, or paid by the clock. Some employers might have arrangements where the employee works the extra hour at the end of Daylight Savings and accrues time off in lieu.

Tips & Traps 
You’ll need to check not only how many hours’ pay an employee should receive, but also how his or her entitlements to shift penalties might be affected.

No Award or Agreement Applies?

If the employee is award or agreement free, and their terms and conditions of employment (for example, in a contract of employment) are otherwise silent on Daylight Savings, you should pay them by the clock.

Example 
Maria is a shift worker rostered to work from 10:00PM on Saturday, until 6:30AM on Sunday. She gets a 30 minute break. When daylight savings ends the clock rolls backward, and Maria finishes when the clock reads 6:30AM. She actually works an extra hour (9 hours), but she is paid for the 8 hour shift.

Require further information/assistance?

If you require further information or advice, please contact your local Consultant at either our Adelaide or Melbourne offices.

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