Shift premiums vary by employer, sector, and union agreement. Below are typical ranges and the specific NHS Agenda for Change (AfC) rates.
Typical UK Shift Premiums
Shift Type
Typical Premium
Common Structure
Weekday nights (11pm–6am)
25%–33%
Time-and-a-quarter or time-and-a-third
Saturdays
25%–50%
Time-and-a-quarter to time-and-a-half
Sundays
50%–100%
Time-and-a-half to double time
Bank holidays
50%–100%
Time-and-a-half or double time
12-hour days
0%–15%
Enhanced flat rate or additional hours pay
On-call / standby
20%–33% (while on call)
Flat rate or percentage of base
NHS Agenda for Change Unsocial Hours Rates NHS AfC
Time Period
Enhancement
Weekday nights (8pm – 6am)
+30% of hourly rate
Saturdays (all day)
+28% of hourly rate
Weekend nights (Friday 8pm – Monday 6am)
+47% of hourly rate
Sundays (all day)
+58% of hourly rate
Bank holidays (all hours)
+58% of hourly rate
NHS Tip: Check your AfC band page on the NHS Pay Bands 2026 page to see your base hourly rate before applying unsocial hours enhancements.
Working Time Regulations for Shift Workers
The Working Time Regulations 1998 provide important protections for shift workers:
48-hour weekly limit: Averaged over a 17-week reference period. Workers can opt out in writing but cannot be pressured to do so.
Night worker limit: Night workers must not average more than 8 hours per shift. This is a strict limit (not averaged) for workers doing hazardous night work.
Health assessments: Night workers are entitled to a free health and safety assessment before starting nights and periodically thereafter.
Rest breaks: A 20-minute break if working more than 6 hours; 11 hours daily rest between shifts; 24 hours off per week (or 48 hours per fortnight).
Annual leave: 5.6 weeks (28 days) including bank holidays, with holiday pay including regular shift premiums.
Holiday Pay for Shift Workers
A landmark Supreme Court ruling (Flowers v East of England Ambulance Trust, 2021) confirmed that regular overtime and shift premiums must be included in holiday pay calculations. Your holiday pay should reflect your actual average earnings, not just basic pay.
For workers with irregular hours, holiday pay is based on an average of your 52-week earnings prior to the holiday (or fewer completed weeks if you have not worked 52 weeks). This means frequent shift premiums boost your holiday pay.
Night Shift Health: Tips for Shift Workers
Working nights or rotating shifts can disrupt circadian rhythms. Evidence-based strategies include:
Sleep: Aim for 7–9 hours in a darkened, cool room. Use blackout curtains and white noise. Avoid screens in the 2 hours before sleep.
Nutrition: Eat light meals during night shifts to reduce digestive burden. Avoid heavy, fatty meals within 3 hours of sleeping. Maintain regular mealtimes where possible.
Exercise: Light exercise before a night shift can improve alertness. Avoid intense exercise within 4 hours of sleeping.
Caffeine: Cut off caffeine at least 6 hours before your planned sleep. Strategic caffeine use (100–200mg) at the start of a night shift can improve performance.
Bright light: Expose yourself to bright light at the start of your shift and avoid it towards the end when approaching sleep time.
Zero-Hours and Part-Year Shift Workers
Zero-hours contract shift workers retain full employment rights including the National Living Wage, paid holiday, and rest breaks. Holiday accrual for irregular workers is 12.07% of hours worked (the statutory minimum — some contracts offer more). Employers cannot prevent zero-hours workers from working for other employers.
Part-year workers on shift patterns — such as school-term cleaners or seasonal hospitality staff — should note the Supreme Court ruling in Harpur Trust v Brazel (2022). Holiday is calculated based on the full 12.07% of hours worked, not a pro-rata of calendar weeks.
Frequently Asked Questions
What is the typical night shift premium in the UK?
Night shift premiums typically range from 25% to 33% of the base hourly rate, or time-and-a-quarter to time-and-a-third. Some employers pay flat enhanced rates. NHS AfC staff receive 30% for weekday nights (8pm–6am) and 47% for weekend nights. Premium rates are set by individual employment contracts or collective bargaining agreements — check your contract for the exact rate.
Are shift workers entitled to the same minimum wage?
Yes. All shift workers, including those on zero-hours contracts and rotating patterns, are entitled to at least the National Living Wage — £12.21 per hour for workers aged 21+ in 2025/26. Shift premiums are additions to the minimum wage, not a substitute for it. If your average hourly rate including breaks falls below the NLW, your employer is breaking the law.
What are NHS unsocial hours rates?
Under Agenda for Change (AfC), NHS unsocial hours enhancements are applied to your base hourly rate: +30% for weekday nights (8pm–6am), +28% for Saturdays, +47% for weekend nights (Friday 8pm to Monday 6am), and +58% for Sundays and bank holidays. These percentages are added to — not instead of — your base pay.
How many hours can a shift worker work per week?
The Working Time Regulations cap average weekly hours at 48, measured over a 17-week reference period. Workers can sign an opt-out agreement to work more. Night workers face a stricter limit of an average of 8 hours per night shift. They are also entitled to free health assessments, 11 hours daily rest between shifts, and at least one full day off per week.
How is holiday pay calculated for shift workers?
Holiday pay for shift workers must include regular overtime and shift premiums, not just basic pay. This was confirmed by the Supreme Court. For irregular-hours workers, it is calculated as an average of the 52 weeks preceding the holiday period. Workers accrue 5.6 weeks (28 days including bank holidays) of paid holiday per year, regardless of shift pattern.
Do zero-hours shift workers get the same pay rates?
Yes. Zero-hours contract workers are entitled to the same hourly rates, shift premiums, and holiday accrual as contracted staff in equivalent roles. They accrue holiday at 12.07% of hours worked and must receive at least the National Living Wage. They also have the right to request flexible working after 26 weeks of employment and cannot be prevented from working for other employers.
Can I request a change to my shift pattern?
After 26 weeks of continuous employment, all workers have a statutory right to request flexible working, which includes requesting a change to your shift pattern or hours. Since April 2024 (Flexible Working Act), workers can make two requests per year from day one of employment. Employers must respond within 2 months and can only refuse on eight specific business grounds.
Financial tools specialist at UKCalculator. Mustafa builds accurate UK pay and tax calculators. NHS AfC rates verified for 2025/26. Shift work legislation reviewed February 2026.