There’s no legal duty to pay extra for overtime unless their contract says so, but total, averaged, hourly pay mustn’t drop below the minimum wage (£11.44 for 21+ in 2024).
If you offer premiums—like time-and-a-half—spell it out clearly. Auditing payroll ensures compliance, and a solid overtime policy manages expectations while controlling costs. Track overtime hours weekly to spot patterns and avoid unexpected wage dips. If cash is tight, offering time off in lieu can be a fair trade-off that staff appreciate.
Helpful government guidance is available at: Overtime: your rights on GOV.UK.