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Timesheet Template (UK)
Enter start and finish times, breaks are deducted and hours total automatically. Download as Excel or PDF, or print it for signing — nothing leaves your browser.
- Weekly, fortnightly and monthly formats to match your pay cycle
- Doubles as a holiday-entitlement record for irregular-hours and part-year workers
- Tracks the 48-hour weekly average and the individual opt-out
General information only, not legal advice. See the compliance notes below for the new holiday record duty starting 6 April 2026.
Fill in your timesheet
01/01/2024 – 07/01/2024
| Date | Day | Start | Finish | Unpaid break (min) | Hours on site | Hours worked | Additional hours | Job / notes |
|---|---|---|---|---|---|---|---|---|
| 01/01/2024 | Mon | |||||||
| 02/01/2024 | Tue | |||||||
| 03/01/2024 | Wed | |||||||
| 04/01/2024 | Thu | |||||||
| 05/01/2024 | Fri | |||||||
| 06/01/2024 | Sat | |||||||
| 07/01/2024 | Sun |
Totals
- Total hours
- 0:00
- Basic hours
- 0:00
- Additional hours
- 0:00
- Unpaid breaks
- 0:00
- Average weekly working time must not exceed 48 hours over a 17-week reference period unless the worker has signed a written opt-out.
Download or print
The Excel file keeps live formulas for hours worked, payable hours and all totals, so it recalculates when you edit it. The basic-versus-additional hours split is written as a calculated value.
Employee signature
Manager signature
Working time and holiday records in the UK
The Working Time Regulations 1998 cap average weekly working time at 48 hours over a 17-week reference period, with an individual opt-out available in writing. Since January 2024, following changes to retained EU law, employers are not required to keep records of each worker's daily working hours specifically — records only need to be kept 'as the employer reasonably thinks fit' to demonstrate compliance with the 48-hour limit and rest entitlements. Separately, and more significantly for most employers, section 35 of the Employment Rights Act 2025 introduces a new duty from 6 April 2026: employers must keep adequate records proving they have given workers their full holiday entitlement, including the correct 12.07%-of-hours calculation for irregular-hours and part-year workers, retained for six years. Failing to keep these records will become a criminal offence.
Since January 2024, employers are not required to record every worker's daily working hours — records only need to be kept 'as the employer reasonably thinks fit' to demonstrate compliance with the 48-hour limit.
What your records should show
- Employee's name
- The date of each day worked
- Start and finish times
- Rest breaks taken
- Total hours worked each week
- Records demonstrating the 48-hour weekly average is respected
- From 6 April 2026: records proving the full statutory holiday entitlement was given and correctly calculated
How long to keep it
6 years
Who enforces it
HM Revenue & Customs (National Minimum Wage) and Health and Safety Executive (Working Time Regulations)
Penalties
From 6 April 2026, failing to keep adequate holiday records under the Employment Rights Act 2025 will be a criminal offence. Breaching the 48-hour limit or failing to keep records adequate to show compliance can also result in enforcement action and civil claims.
