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Ovrtime Worker Terms & Conditions
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1. Introduction
These Terms and Conditions govern your engagement with Ovrtime as a worker. Ovrtime acts as an employment business and facilitates the supply of temporary staff to businesses seeking workers for short-term shifts (“Shifts”). By registering and using the Ovrtime platform/website, you agree to comply with these Terms and Conditions in full. Your acceptance of Shifts and use of the Ovrtime platform constitutes agreement to these terms. Ovrtime may modify or update these Terms and Conditions from time to time, and it is your responsibility to review them regularly.
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2. Registration and Eligibility
To register as an Ovrtime worker, you must provide accurate and complete information, including your full name, date of birth, contact details, proof of the right to work in the United Kingdom, and any information relating to visa or working hour restrictions upon signing up to the platform/website. You must notify Ovrtime promptly if your eligibility to work in the UK changes. You must be at least 18 years of age to register. Ovrtime reserves the right to reject or suspend your registration at its sole discretion. All workers must ensure that they remain eligible to work throughout their engagement with Ovrtime.
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3. Finding and Accepting Shifts
Ovrtime provides details of available Shifts via the platform, including the identity of the business, the role and duties involved, the location and working hours, the total rate of pay, any expenses payable or reimbursable, uniform requirements, and any known health and safety risks. You may choose whether to accept any offered Shift, but you must ensure that you can attend, comply with uniform requirements, and meet any legal or visa-based working hour restrictions.
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By accepting a Shift, you agree to follow all reasonable instructions and supervision provided by the business, comply with its policies and procedures, including health and safety and anti-harassment policies, and act in a professional and courteous manner. You must not attend a Shift while under the influence of alcohol or drugs, nor engage in conduct likely to bring Ovrtime or the business into disrepute. You are required to check in via the supervisor at the commencement of each Shift and to be punctual; failure to do so may result in cancellation or reallocation of the Shift and forfeiture of payment. You may not send another person in your place, and any attempt to do so will result in automatic cancellation and may lead to suspension or termination.
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4. Uniform
You are responsible for providing the uniform items required for each Shift. The standard uniform is generally a plain black shirt and black trousers. Uniform requirements must be met in full; failure to comply may result in refusal of entry to a Shift without payment.
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5. Pay
You will be paid the total rate of pay for the hours worked as specified in the Shift details, including any applicable ovrtime, subject to deductions required by law. Overtime claims must be submitted via email within 72 hours and will be verified with the business. Payment is made by Ovrtime, and you must not request direct payment from the business. Tips must be reported to Ovrtime and the business in accordance with applicable law. For the purposes of the Working Time Regulations 1998, only periods of active work during the Shift are counted as working time; travel to a Shift (except between multiple premises of the same business) and breaks are unpaid.
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6. Holiday
You are entitled to 5.6 weeks of holiday pay per year, calculated on a pro-rata basis according to the hours you work. Holiday entitlement accrues only during weeks in which you complete Shifts. If you are under 21 years old, your holiday pay is rolled up and included in your hourly rate at a rate of 12.07%, clearly itemised on your payslip. For Stinters aged 21 or over, holiday pay is not included in your hourly rate. You accrue paid holiday as you work and may request payment for accrued leave at any time through the Ovrtime platform or directly with the support team. If you remain in the same role with a single Partner Business for 12 continuous weeks, you may become entitled to enhanced leave rights under the Agency Workers Regulations 2010. Ovrtime will notify you if and when these rights apply. Holiday pay entitlement in excess of the statutory minimum will be paid in addition to your hourly rate and will be clearly shown on your payslip. As a casual agency worker with no fixed hours, you are not required to request time off in advance. You will not be entitled to any payment for bank holidays or public holidays unless you are actually required to work on those days. Payment of statutory holiday pay will be in accordance with the Working Time Regulations 1998 (as amended). On termination of your engagement, any accrued but untaken holiday will be paid in lieu at your applicable rate.
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7. Sickness and Incapacity
If you are unable to attend a Shift due to illness or injury, you must notify Ovrtime as soon as possible, prior to the start time of the Shift, and must not accept a Shift on days when you are likely to be unfit to work. Statutory sick pay (SSP) will be provided where you satisfy qualifying conditions. For absences of seven calendar days or less, a self-certification form must be completed. For longer periods, a medical certificate is required.
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8. Agency Worker Regulations (AWR 2010)
Under the Agency Worker Regulations 2010, you are entitled to the same basic working and employment conditions as comparable employees of the business after a 12-week qualifying period. Ovrtime will provide information on your rights and entitlements in writing upon request, including details of pay, holiday, working time, and other relevant conditions. Any additional benefits under AWR 2010 will be provided as applicable, and you may appeal in writing if you believe your entitlements are not being met.
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9. Ratings and Behaviour
Businesses may provide ratings and feedback based on performance during Shifts. Ovrtime may take these ratings into account for allocation of future Shifts and may suspend or terminate access to the platform for repeated poor performance, misconduct, or violations of these Terms. You may appeal disciplinary decisions or raise disputes by contacting Ovrtime through the platform or via email.
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10. Confidentiality and Social Media
You must maintain the confidentiality of all information provided by Ovrtime and its partner businesses. You may not disclose trade secrets, confidential information, or proprietary materials unless required for the performance of your duties or authorised by Ovrtime or the business. Social media communications must not disparage Ovrtime, the business, or other workers.
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11. Data Protection
You must comply with all applicable data protection laws when handling personal data obtained through Ovrtime or during Shifts. Breaches of data protection requirements may result in suspension or termination.
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12. Acceptable Use and Intellectual Property
The Ovrtime platform/website and associated software may only be used for lawful purposes and in accordance with these Terms. You may not copy, modify, or reverse engineer the platform. Content you submit may be used by Ovrtime to deliver services and for internal purposes, and you waive any moral rights in such content. You are responsible for all content you provide.
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13. Liability and Platform Downtime​
Ovrtime does not guarantee that all Shifts will be offered or suitable, and is not liable for lost earnings, incidents during Shifts, or any other indirect or consequential losses. Nothing in these Terms excludes liability where prohibited by law. Ovrtime may suspend or disable the platform for maintenance, security, or other reasons.
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14. Termination
Either Ovrtime or you may terminate engagement at any time without notice. Inactive accounts may be suspended after 2 years. Only outstanding pay for completed Shifts is payable upon termination within a 1 month period.
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15. Notices
Notices may be sent via the Ovrtime platform, email, SMS, WhatsApp, or post. Notices delivered by hand are deemed received immediately; recorded post, at 9:00 a.m. on the second business day; email, upon transmission.
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16. Governing Law and Jurisdiction
These Terms are governed by English law. The English courts have exclusive jurisdiction over disputes arising from these Terms. No third parties have rights to enforce these Terms under the Contracts (Rights of Third Parties) Act 1999 or otherwise.