‘Unsocial’ or ‘unsociable’ hours in the UK are usually those that occur outside of the standard 9am to 5pm workplace schedule. It’s important to note, however, that unsocial working hours aren’t actually legally defined in the UK, meaning that many companies and businesses will differ in their approach to unsocial hours. This means that unsocial hours payments can vary massively between businesses and industries and there’s no strict requirement for those businesses to pay more for the hours their workers complete outside of the standard working day.
Still, as a business you may decide to pay more for certain roles that require regular work (not occasional overtime) outside the normal working hours to provide compensation as a way of recognising their unsocial hours. Offering competitive pay for these roles will ultimately make your business more attractive to better talent, and further your success.
Below we’ll discuss unsociable hours in greater depth, explore rest period for employees who work unsocial hours, what qualifies as a night worker in the UK, and discuss pay for those working unsocial hours.
Table of Contents
What Are Considered Unsociable Hours?
As we mentioned, there is no legal definition of what unsocial hours are, and nor is there a legal entitlement for you to be paid more. With that said, most employees working outside the hours of a typical 9-5 will consider the hours to be unsociable. That means night workers, early morning shifts, and late evening work will all be considered working unsociable hours in the UK.
What is considered unsocial will differ between businesses and industries however. Office workers might see working beyond 6pm as unsociable, but restaurant workers might come to expect it. That means a universal definition is almost impossible.
Perspectives Based On Business Requirements
Different businesses have standard operating hours based on the industry they operate in. For one company, 9am to 5pm might be standard, and for another 8am to 10pm could be. The different employees in each company will therefore have a different idea about what qualifies as unsocial hours.
A qualified health professional, for example, may come to expect 24/7 operating hours, which will therefore lead to different ideas about what is unsociable compared to office workers. It’s also possible that some industries expect different operating hours at different times of the year, without necessarily seeing increased hourly pay rates. Retail workers, for example, will often find themselves working later in the evening during the festive period, but that would be expected and therefore not considered unsociable. Asked to work until 8pm during the summer, however, and they may view those hours as unsocial.
In short, what’s unsociable to one employee won’t be to another, and unsocial hours will usually be defined and agreed between employee and employer. This can be identified as any hours that fall outside of the usual scope of their employment contract.
Do Businesses Have To Pay More For Unsocial Hours?
Legal Requirements And Minimum Wage
Higher pay for unsocial hours is not a legal requirement in the UK. Minimally employees should be paid national minimum wage in the UK appropriate for their age, but many UK workers are now coming to expect the national living wage – especially if they are working unsociable hours in their mind.
Minimum Wage By Age UK
As of the 2025/26 tax year, the National Minimum Wage is as follows:
| National Living Wage (for those aged 21 and over) | £12.21 |
| 21-22 Year Old Rate | See NLW |
| 18-20 Year Old Rate | £10.00 |
| Under 18 Year Old Rate | £7.55 |
| Apprentice Rate | £7.55 |
When it comes to wages there is also a discussion, about the concept of a “living wage.” This refers to a rate established by the Living Wage Foundation, which aims to reflect the cost of living. The recommended living wage rate is now £12.21, and everybody in the UK receives this after they reach 21 years old.
Many businesses choose to pay the Living wage over the minimum wage as an incentive to their employees, even if those employees are 18-20. They may also choose to pay increased rates of pay for hours that they define as unsociable hours which can be helpful in attracting employees for irregular shifts or difficult-to-fill hours, such as for hours over a night period or an extended shift beyond agreed working hours.
To recap, while the law establishes minimum wage requirements it doesn’t mandate pay due for working during hours that are considered non-standard. Some employers choose to offer enhanced compensation while others strictly adhere to the minimum requirements.
Are Night Shifts Always Unsociable?
If you work between 11pm and 6am, then you are technically a night shift worker. In fact, you’re among night shift workers if you work just three hours in this time frame, technically speaking.
Whether or not a worker sees these as unsocial hours really depends on one key factor:
Perception Of Social Isolation
Unsociable hours are only considered unsociable if the individual working them feels as though they are missing out on key social interactions – for many night shift workers, this isn’t the case. Many night shift workers prefer working at night so that any tasks they have to complete in the day can be done whilst most other people are at work, for example.
So long as the worker is happy with their schedule, they may never see night shifts as unsociable. As a manager, it’s your job to ensure your workers are happy with their schedule and compensation. Striking a balance between business needs and employee preferences requires consideration and open dialogue in order to create a productive work environment.
Are More Companies Moving Towards 24/7 Operations?
There’s no denying that there’s a growing trend towards 24/7 operating hours, and many industries are joining the 24/7 economy.
Even at-home workers are starting to shift their attitudes around unsociable hours as a way to capitalise on their competitors and enter new markets. More and more workers are opting to work unsocial hours by choice, and so the distinction between social and unsocial hours has blurred slightly in recent years.
Is Additional Pay For Unsociable Hours Justified?
UK law ensures proper rest periods between shifts, but there’s nothing that says higher pay has to be offered. Most businesses will offer higher pay for unsocial hours as an incentive to workers, but this isn’t a requirement and is becoming less common as what’s classed as unsocial hours changes.
Are There Any Health Considerations For Those Who Work Night Shifts?
Yes, regular night workers will face certain risks to their health, and this has been very well documented for years. The well-being and health of your night shift workers is something that ought to be carefully monitored. Key health risks include:
- Sleep Disorders: Night shift workers often face difficulties in sleeping, leading to chronic fatigue and reduced cognitive function.
- Mental Health Issues: The altered sleep-wake cycle can elevate the risk of depression, anxiety, and stress.
- Cardiovascular Problems: There’s an associated increase in the risk of heart disease and hypertension.
- Metabolic Disorders: Irregular work hours can lead to metabolic imbalances, raising the risk of obesity and diabetes.
- Digestive Issues: Altered meal timings can result in gastrointestinal problems like indigestion and acid reflux.
- Weakened Immune System: The combination of stress and lack of quality sleep can compromise the immune system, making individuals more prone to infections.
Can Employers And Employees Agree On Hours For Night Shifts?
Employers and employees have the flexibility to come to an agreement on hours for night shifts. However, it is important that these agreements be documented in writing and comply with regulations to ensure understanding and adherence. When hiring any night shift worker, make sure their employment contract makes clear their hours, pay, and entitled rest periods.
Summary
Unsociable hours generally refer to those outside of typical working hours of a 9-5 weekday pattern. However, as the definition of traditional working hours varies between sector and company, and the rise of flexible working blurs the lines between traditional working hours, there isn’t a legal mandate for what counts as unsociable hours. Similarly, there is no mandated additional pay for unsociable hours, only that the minimum wage must be met.
Many employers do choose to pay more than the National Minimum wage and also offer increased rates of pay for hours they deem to be unsociable, but this should all be documented in an employee’s contract of employment.
