Whilst it is common for employers to pay at a premium for Sunday working there is no statutory requirement for such additional payment.  However employers should be very careful to note the conditions of the contract of employment (which can be modified by custom and practice).  In addition employers should be careful to avoid any question of discrimination.

 

Retail Shops

Employees who work in retail shops have the right to choose not to work on Sundays.  An employee dismissed because they refuse to work on Sunday can claim unfair dismissal in an Employment Tribunal.

 

When a Sunday-working retail shop employee starts work  they must be given a written statement explaining their right to opt out.  If they are not provided with such a statement the obligation for them to give three months written notice is reduced to one month.

 

If an employee agrees to work on Sunday the employer is well-advised to obtain such agreement in writing.  A simple one-sentence written undertaking is sufficient.  

 

The agreement to work Sundays can be rescinded at any time by the employee.  To rescind the agreement the employee must give three months written notice.

 

See separately opposite restrictions upon  the employment of young persons.