Britain's 3 Million Night Workers Need Fair Rights

Over three million employees now work regular night shifts in the UK, highlighting a significant change since the 2007 recession. A new British TUC report, A Hard Day’s Night, reveals that night working has increased by 6.9% between 2007 and 2014, with 3,168,000 people engaged in overnight work.

For more on ensuring fair rights to work-life balance, see our article Britain’s 3 million night workers need fair rights to work-life balance.

Increase in Numbers and Proportions

Between 2007 and 2014:

• 200,000 more night workers
• Proportion rose from 11.7% to 12.3% of all employees

Gender Differences and Sector Trends

Traditionally male-dominated, night working now sees substantial growth among women:

• 14.9% of male employees are night workers vs. 9.7% of female employees
• Women’s night work has grown by 12% since 2007, compared to 4% for men
• Top sectors: care workers and nursing (including midwives), both female-dominated

Future plans for expanded night-time public transport and a seven-day NHS are likely to further boost overnight shifts in retail and leisure.

Work-Life Balance Impacts of Night Working

The British TUC does not oppose night working but insists that employers must fully assess and address its effects on employees’ lives.

Health and Relationship Effects

Extensive research documents elevated risks of cardiovascular disease, diabetes, and depression among night workers. Less visible, however, are the impacts on home life:

• Increased risk of relationship problems
• Adverse effects on children’s emotional wellbeing
• Higher childcare costs

Influence of Shift Control on Wellbeing

The negative effects diminish when employees have greater control over their shift patterns, underscoring the value of consultation and negotiation.

Fairness and Safety Recommendations for Night Workers

The British TUC calls for:

• Necessity test: Only introduce night working when essential.
• Voluntary participation: No existing staff should be forced to work nights.
• Collective negotiation: Employers and unions to agree shift patterns collaboratively.
• Worker control: Employees to have input on rotas suited to their circumstances.
• Advance notice: Sufficient lead time for shift schedules; avoid last-minute changes.
• Fair remuneration: Night shift pay should reflect extra childcare costs and inconvenience.

British TUC General Secretary’s Statement

Frances O’Grady, British TUC General Secretary, stated:

“We all value night workers, whether cleaning our offices, caring for sick relatives or driving through the night so shops have fresh goods. Night work is hard and disrupts family life. We must show appreciation by ensuring sensible rights and protections.

“Employers must not impose night shifts without proper consultation. With night working on the rise, fair negotiation is essential to safeguard public safety and family wellbeing.”

“Our recommendations will protect night workers’ wellbeing and help them deliver better public service. We urge government and employers to engage positively with trade unions for fair and sensible rights.”