In the interests of achieving a healthy work-life balance for staff, the use of regular overtime working is discouraged. Managers will try to ensure that overtime working is kept to a minimum by matching staffing levels to workload.
When overtime working is appropriate, managers will seek the agreement of staff to work additional hours. Individual circumstances will be taken into account; however, it is expected that staff will be prepared to offer some flexibility where external commitments, such as caring responsibilities, allow.
Who can do overtime?
Overtime payments and arrangements are the same for all staff on bands 100 to 500 (support staff). Staff on grades 6–10 (academic and administrative and other related staff) are not eligible for overtime payments.
With one or two limited exceptions, there is no contractual entitlement to overtime working and authorisation must be given in advance by management.
What if I've had time off?
Where a member of staff has leave during the week, whether this is annual leave or due to ill health, that day should be counted as hours worked and enhanced rates of pay should still apply to overtime worked in excess of the full-time week. Consideration of the staff member’s health may be taken into account when offering or authorising overtime so as to avoid exacerbating existing ill health; however, once the individual is well again s/he should be offered an equal chance of working any available overtime.
How much will I be paid?
See Payments for overtime, shift work and sessional/on-call work
Payments for overtime, shift work and sessional/on-call work