Depending on the length of the reduced weekly rest periods it’s possible that the second reduced weekly rest period can be used as a 24 hour reduced weekly rest period and compensation for the first.
For instance if both reduced weekly rest periods were 36 hours (just for an example), the first reduced weekly rest period would leave 9 hours compensation to be paid back, that would be taken care of by the second reduced weekly rest period (24 + 9 = 33).
Otherwise as I said before, pay compensation for the one that leaves the least compensation to be paid back.