UK Paid Travel Time Law in the | What Employers and Employees Need to Know

 

The rules around paid travel time law in the UK can be complex, especially for mobile workers and employees with no fixed place of work. This guide explains how travel time is treated under UK employment law, what counts as working hours, and the responsibilities employers need to be aware of.

What Does UK Law Say About Travel Time?

Under the Working Time Regulations 1998 (WTR), working time is any period when an employee is:

• • Working,
  • Carrying out duties, or
  • At the employer’s disposal.

Whether travel counts depends on the situation:

• • Ordinary commuting to and from a fixed place of work is not considered working time.
  • Work-related travel during the day, or travel required by the employer, can often be counted as working hours.

This distinction matters because it affects both pay entitlements and compliance with working hours limits and rest breaks.

Want to learn more about the Working Time Regulations? Check out this helpful guide.

When Does Travel Time Count as Paid Working Hours?

Mobile Workers and No Fixed Place of Work

Employees who don’t have a fixed workplace — for example, care workers, sales reps, engineers, or surveyors — are treated differently.

In the landmark Tyco case (2015), the European Court of Justice ruled that time spent travelling from home to the first client and from the last client back home counts as working time for mobile workers.

This means employers must ensure:

• • Travel time is included in working time calculations.
  • Employees do not exceed the 48-hour average working week (unless they opt out),
  • Adequate rest breaks are provided.

However, being classed as “working time” does not automatically mean travel must be paid time — unless contracts or policies state so.

Business Travel During the Working Day

Travel between sites, meetings, or customers is generally considered working time.

• • Example: An engineer drives between two job sites — this is working time.
  • Example: An office worker sent to a client meeting mid-morning — both the travel and meeting time count as working hours.

Training and Off-Site Work

When employees are required to attend training, conferences, or off-site secondments, the associated travel is usually considered working time.

What about Commuting?

For most employees with a fixed base, commuting from home to the workplace is not working time. Employers are not legally required to pay for this time.

However, there are grey areas:

• • Temporary workplaces – commuting to a short-term assignment site may sometimes be treated differently.
  • Relocation or office moves – if an employee’s base is moved significantly further away, disputes can arise over “reasonable travelling distance.”

Employment Law and Reasonable Travelling Distance

While there is no strict definition, employers are expected to act reasonably when changing work locations. Case law and Acas guidance suggest factors such as journey length, cost, and impact on the employee’s personal life will be considered if disputes arise.

Travel Time Pay vs Working Time Pay

It’s vital to understand the difference between:

• • Working Time – relevant for health & safety rules, rest breaks, and the 48-hour limit under WTR.
  • Paid Time – what employers must compensate under the employment contract.

An employer may recognise travel as working time but not pay for it separately, unless the employment contract, collective agreement, or workplace policy requires payment.

Failure to address this clearly in contracts can cause confusion and disputes.

Key Cases

• • Tyco (2015) – confirmed that travel at the start and end of the day for mobile workers with no fixed base counts as working time.
  • Federación de Servicios Privados v Tyco – established precedent across the EU (still influential in the UK despite Brexit).
  • UK Tribunal Cases – particularly in the care sector, have reinforced that travel between client appointments counts as working time.
  • Acas Guidance – stresses the importance of clarity in contracts and compliance with rest and working hour limits.

Employer Responsibilities

Recording and Monitoring Travel Time

Employers should maintain accurate records to demonstrate compliance with working time rules. Systems may include:

• • Timesheets or digital clock-in apps,
  • GPS-enabled workforce management software,
  • Policies requiring employees to log travel hours.

Updating Employment Contracts and Policies

To reduce disputes, contracts should:

• • Clearly define whether travel is paid or unpaid,
  • Set out rules for mobile and site-based workers,
  • Cover scenarios like relocation or temporary workplaces.

Ensuring Employee Wellbeing

Long travel times can lead to fatigue, stress, and safety risks. Employers should:

• • Avoid scheduling excessively long travel without adequate breaks
  • Factor in rest time for employees driving long distances
  • Monitor workloads to protect employee health and retention