Your browser is no longer supported. For the best experience of this website, please upgrade to a newer version or another browser.

Your browser appears to have cookies disabled. For the best experience of this website, please enable cookies in your browser

We'll assume we have your consent to use cookies, for example so you won't need to log in each time you visit our site.
Learn more

Talking Business: Harriet Vaines of Winckworth Sherwood

The government’s proposal to relax Sunday trading rules by devolving power to local areas will inevitably divide opinion – whether you are a retailer, a worker or a consumer. 

Harriet Vaines is an associate at law firm Winckworth Sherwood

Harriet Vaines is an associate at law firm Winckworth Sherwood

Currently, most large stores (those with a relevant floor area exceeding 280 sq m) are restricted to just six hours of Sunday trading.

For the operators of large stores, the benefits are clear. But what can an employer do if employees object to working longer hours on Sundays?

The starting point is the employment contract. Any unilateral change would be a breach of contract. However, if your contract states, for example, that the employee will work 35 hours per week with the flexibility to divide those hours over any days, then extending the employee’s hours on a Sunday while reducing them elsewhere may not present an issue. If the employee is contracted to work, for example, Monday to Saturday or only on particular hours on a Sunday, then the employer is likely to need the employee’s express agreement to vary those terms. 

Employees also have the right to opt out of working on Sundays, unless Sunday is the only day they have been employed to work on. The employee must give three months’ notice that they wish to opt out of Sunday working. An employer who needs staff to work on Sundays must tell them in writing that they have the right to opt out.

Consideration should also be given to an employee’s reasons for objecting to working on Sundays or during particular hours on Sundays. If this is due to religious or other family or cultural commitments, they may be able to rely on the protection of discrimination and equality legislation. Staff who opt out of Sunday working must not be treated unfairly.

Owners of large stores may not be able to trade to longer hours immediately after any relaxation in the law. It may be necessary to apply to relevant local authorities to relax any planning or licensing restrictions. Properties may also be subject to restrictive covenants or lease provisions that limit Sunday trading. Early advice should be taken to ensure that if the Sunday trading laws are relaxed, the store is legally able to trade to the new extended hours.

Readers' comments (1)

  • Changes to Sunday trading laws will result in a resourcing issues for employers. But going forwards what is important for employers is to recognise is that since the introduction of anti-discrimination provisions on religion and belief, the courts are focused on balancing the needs of the business against an individual’s rights.

    This will be the “battle ground”, rather than contractual issues. Put simply, a contractual right does not override the anti-discrimination protection.

    Audrey Williams
    Employment Partner
    Fashion Law Group
    Fox Williams LLP

    Unsuitable or offensive? Report this comment

Have your say

You must sign in to make a comment

Please remember that the submission of any material is governed by our Terms and Conditions and by submitting material you confirm your agreement to these Terms and Conditions. Links may be included in your comments but HTML is not permitted.