In addition, employees may choose not to opt for legal working time provisions. For mobile workers in general, the main question is whether the duration of the trip is significant – unlike workers with stable employment, travel on the date and first date for a worker without a fixed job is considered a travel period. You can terminate your opt-out contract at any time, even if it is part of your employment contract. You should publish your company`s employment contract in writing and make it available to all employees. It applies to either all employees or employees of a particular group. Some companies are developing a separate work agreement for night workers. Like all EU directives, it is an instrument that obliges Member States to transpose their provisions into their national legislation. The directive applies to all Member States. It is possible to revoke the 48-hour week[2], but not the other requirements. When the employee opts out, it is appropriate that his average weekly working time may exceed 48 hours per week. If your employee is over the age of 18, you can ask them to work more than 48 hours a week and opt out of the work schedule. An opt-out letter from the Working Time Directive is a letter by which employers and workers agree to opt out of the legal maximum working time for workers. It outlines the agreed work model and describes the worker`s right to terminate the contract.

You and your employee can terminate the contract at any time with sufficient notice – gov.uk says employees must terminate you for seven days, but with written agreements, they may have to terminate you more (up to three months). This letter of agreement not to apply the average weekly working time cap is consistent with the 1998 working time provisions. You can learn more about the EU`s work on the most important issues of working conditions: download our Word-based working agreement model. Our opt-out working time directive form gives you a template that you can use to make sure you get a signed agreement from your employee. Your employer cannot force you to terminate your opt-out contract. However, it does not apply to workers whose conditions are covered by an existing “collective agreement” (for example). B an agreement negotiated with a union that can also adapt these work time issues).