Time Off In Lieu
tracking that actually works
Stop tracking TOIL on a spreadsheet that nobody updates. Leavely lets staff log extra hours, gets manager approval, adds the time to their TOIL balance, and lets them book it back — all at £8 per user per month.
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£8
per user/month
Hour-for-hour
or custom rate
Auto expiry
no rolling debt
What TOIL actually is, and why most policies leak
Time Off In Lieu is paid time off given in exchange for extra hours worked, instead of overtime pay. It is not a statutory entitlement — it only exists if your contract or staff handbook says it does. The leak is in the tracking.
Hour-for-hour accrual
Staff log extra time worked. Manager approves. Time lands in their TOIL balance automatically. No two systems, no email approvals, no double-counting.
Dated records for policy checks
Every accrual keeps its earned date and approval history, so managers can review old balances against the expiry rule in their own TOIL policy.
Booked like normal leave
When staff want to use TOIL, they book it through the same calendar as their annual leave. Manager sees it. Payroll sees it. Nothing slips.
UK TOIL rules every employer should know
It is not statutory — write it down
UK law does not require you to offer TOIL. But if your contract, handbook or even consistent custom and practice creates an expectation that staff can earn TOIL, courts will treat it as a contractual term. Decide your policy and put it in writing.
Accrual rate is up to you
Most UK employers offer hour-for-hour TOIL: 1 hour worked extra = 1 hour off. Some pay enhanced TOIL (1.5x or 2x) for weekend or unsocial hours, mirroring overtime rates. State the rate clearly per hours worked at different times.
Set an expiry window
Without an expiry, TOIL balances grow forever. The standard practice is 3 months from the date the time was earned. Some employers use 6 months. After that, the time is lost. This protects the business and motivates staff to take the time off.
It still counts toward the 48-hour week
The hours an employee works to earn TOIL count toward their average working time under the Working Time Regulations 1998. If staff regularly accrue TOIL, check that no one is averaging over 48 hours per week without a signed opt-out.
Buy-out should be the exception
TOIL is meant to be time off, not extra pay. If you allow buy-out (paying for unused TOIL), set strict rules: who can request it, at what rate, and by when. Otherwise it becomes a way for staff to demand cash for time they should have taken.
Frequently asked questions
What is TOIL (Time Off In Lieu) under UK employment law?
TOIL is paid time off given to an employee in exchange for extra hours worked, instead of overtime pay. It is not a statutory entitlement in the UK — TOIL only exists if the employment contract or company policy provides for it. Where TOIL is offered, it must be tracked accurately so the employee can take the time they have earned.
Is an employer required to offer TOIL in the UK?
No. There is no UK law requiring employers to offer TOIL. However, if your contract or staff handbook says employees can earn TOIL, you must honour it. Most UK employers offer TOIL because it controls overtime costs while still recognising extra hours worked.
How does TOIL accrual work?
TOIL is usually accrued hour-for-hour: an employee works one extra hour, they earn one hour of paid time off. Some employers offer enhanced TOIL rates (1.5x or 2x) for weekend or out-of-hours work, mirroring overtime rates. The exact rate must be defined in your TOIL policy.
Does TOIL expire if not taken?
Most TOIL policies set an expiry window — commonly 3 months from the date the time was earned. After that, the unused TOIL is forfeited. Set this clearly in your policy or you risk an employee accumulating large balances they later expect to be paid out for.
How do you track TOIL without spreadsheets?
Use a TOIL tracker that lets employees log extra hours, requires manager approval, automatically adds the time to their TOIL balance, and lets them book it back as time off. Leavely handles the full cycle in one place at £8 per user per month.
Can TOIL be paid out instead of taken as time off?
Only if your policy specifically allows it. By default TOIL is meant to be time off, not money. If you allow buy-out, set the rules clearly: who can request it, the rate, and the deadline.
Does TOIL count toward Working Time Regulations rest entitlements?
Yes. The hours an employee works to earn TOIL still count toward the 48-hour weekly working time average. If staff regularly accrue TOIL, check that their average working week is not exceeding 48 hours unless they have signed an opt-out.