were exempt from the working time directive
and the company have opted out of the 12 to 4
is nights thingy
hitch:
were exempt from the working time directive
and the company have opted out of the 12 to 4
is nights thingy
you can opt out of the night time rules by a collective work force agreement, but you cannot opt out of wtd totally, you still have to comply with the breaks before 6 hrs and 9 ect. and average 48 hrs over 17 weeks or that can be extended to 26 weeks if memory serves me correct. if you work nights your employer still has to offer you anual health checks as well i think 
26 weeks
its unbelievable what people will believe
I believe too that all ‘mobile workers’ must abide by the WTD rules. I doubt if you would be exempt from them.
Just another firm treating you like a mushroom for their own gains
hitch:
26 weeks
its unbelievable what people will believe
couldn’t remember the weeks without looking it up, but you are right 26 weeks just looked will edit my post 
this copied straight off the vosa site if you are working under u.k domestic rules, its the bits in red that you don’t get under e.u. rules 
If you drive a vehicle subject to the GB domestic drivers’ hours rules or are an occasional mobile worker (see text box opposite), you are affected by four provisions under the 1998 Regulations.
These are:
weekly working time, which must not exceed an average of 48 hours per week over the reference
period (although individuals can ‘opt out’ of this requirement if they want to);
an entitlement to 4.8 weeks’ paid annual leave (increased to 5.6 weeks from 1 April 2009);
health checks for night workers; and
an entitlement to adequate rest.
Adequate rest means that workers should have regular rest periods. These rest periods should be sufficiently long and continuous to ensure that workers do not harm themselves, fellow workers or others and that they do not damage their health in the short or long term.
The reference period for calculating the 48-hour average week is normally a rolling 17-week period. However, this reference period can be extended up to 52 weeks, if this is permitted under a collective or workforce agreement.