Spring forward, don’t stumble! Employer tips for managing the daylight saving time change

As we gear up for the clocks to spring forward, businesses face the annual challenge of managing enquiries about pay for that ‘lost’ hour—not to mention scores of employees turning up late to work the next day!

Although those who do not work at the weekend are likely to be in bed when this happens, it is important to consider how this will affect working hours, and pay, for those who are still required to work in the early hours of Sunday 31st March.

Will the clocks going forward affect my payroll?

Unlike when the clocks go back in October, employers do not need to be concerned about the risk of paying under the minimum wage or breaking working time rules. However, they should bear in mind that employees will technically be working an hour less in their shift as a result of a clock change—for example, an employee on an eight-hour shift will actually only work for seven hours if they're on duty at the time the clocks go forward.

Whether the employer will need to pay their employees for a full, eight-hour shift in this situation will depend on the contract of employment. Generally, a contract outlines that a worker is entitled to hourly pay for every hour that they work.

Workers on a regular salary will usually get the normal amount regardless of whether they work one hour less. This is because salaried employees are more likely than hourly paid employees to be required to work extra hours without additional pay, and to be entitled to pay even if they work fewer hours.

It's up to you to choose how you treat this lost hour, subject to any contractual entitlements, but remember to always act consistently and fairly.

For example, you may decide that all employees must work an extra hour to make up the hour ‘lost’. But don’t pick and choose who needs to and who doesn’t; one rule should apply to everyone.

AND, don’t forget to remind your employees to reset their clocks!

If you have any employees scheduled to work on Sunday 31st March, remind them that the clocks are going forward an hour and encourage them to prepare for this.

We know all too well how confusing it can be when time changes. When the clocks last went forward in 2023, employee data collated our clock-in app Blip, showed that lateness the next morning went up by 24%.

This shows you can probably expect an upsurge in tardiness on Sunday 31st March. But, don’t fret, with BrightHR’s suite of time saving tools and people management software, you can manage your employees time and make sure no productivity is lost.

Interested in learning more about how BrightHR helps business owners like you? Speak to one of our friendly software specialists today.