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  • Travel to work can now be classed as Working Time         

Going forward, employees will need to take this into account to ensure they are complying with the Working Time Directive when calculating employees maximum working hours and rest periods.

The ruling stemmed from a case involving a Spanish security system installation company Tyco Integrated Security SL, whose employees had to travel up to three hours between their homes and places of work.

This ruling could have a devastating impact on productivity and efficiency for organisations with a significant number of employees who don’t have a fixed place of work. 

There are huge grey areas around how it would be applied. For example, if an employee decides to live much further away from their typical work location, would the employer have to pay for that additional travel time? 

The ruling also appears to disadvantage employees with fixed places of work who often have significant daily travel time which does not fall within contracted hours. What’s clear is that it will add significant complexity to workforce planning and administration. 

Roster design will need to dovetail with task allocation and route planning to ensure that travel time, before and after each shift, is minimised.

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