Double Shifts — Rules, Maximum Hours & Your Rights

What Counts as a Double Shift?

A double shift occurs when an employee works two back-to-back shifts, usually because of staff shortages, emergencies, or operational demand. A typical double shift is 14–16 hours. There is no single legal definition — it simply means working significantly more than your usual rostered hours in one day.

Maximum Hours & the Law

The Fair Work Act (s62) sets the maximum ordinary hours at 38 per week for full-time employees. Hours beyond this are additional hours, and an employer can only request additional hours that are 'reasonable'. Whether a double shift is reasonable depends on: risk to health and safety, the employee's personal circumstances, the needs of the workplace, whether the employee is entitled to overtime pay, the amount of notice given, and the employee's role and level of responsibility.

Overtime Pay on Double Shifts

Hours worked beyond your ordinary hours attract overtime rates under most awards — typically 150% (time and a half) for the first 2–3 hours and 200% (double time) thereafter. Some awards pay double time for all hours worked on a double shift.

Rest Between Shifts

Most awards require a minimum 8–12 hour break between the end of one shift and the start of the next. If a double shift cuts into this rest period, you may be entitled to be released without loss of pay until you have had the required rest break. The Nurses Award, for example, requires a minimum 10-hour break.

Can You Refuse a Double Shift?

Yes. Under s62 of the Fair Work Act, you can refuse additional hours if they are unreasonable. A double shift that poses a safety risk, was sprung on you with no notice, or conflicts with caring responsibilities is likely unreasonable. Document your refusal in writing.

Frequently Asked Questions