In Norfolk Island, there isn't a specific regulation that defines standard working hours. However, the Norfolk Island Employment Act 1988 establishes a framework for minimum entitlements, including working hours.

The Act incorporates the National Employment Standards (NES) of Australia, which outline minimum conditions for Australian employees. These include limitations on maximum weekly working hours. While the NES doesn't dictate specific working hours, it sets a benchmark for full-time employment as 38 hours per week, averaged over a month.

The Act allows for flexibility in working hour arrangements through individual contracts or collective agreements. These agreements can establish different working hours as long as they comply with NES minimums for maximum weekly hours.

The Act doesn't specify core working hours but focuses on minimum entitlements. This allows employers and employees to determine start and finish times within the NES framework.

Norfolk Island adheres to Australia's Fair Work system, as established by the Fair Work Act 2007. This system outlines the National Employment Standards (NES) and awards that stipulate minimum pay rates and conditions, including overtime entitlements.

The NES provides a basic framework for overtime. Employees are considered to be working overtime if their hours exceed their ordinary hours (as defined in their award or agreement) or 38 hours per week. The NES doesn't specify exact overtime rates, but it requires employees to be paid at least the base rate of pay for overtime hours.

Awards set out more detailed rules and rates for overtime pay. These can include minimum overtime rates (usually expressed as a percentage of the base hourly rate), public holiday penalty rates (if working on a public holiday), and weekend penalty rates (if working on weekends).

To determine the specific overtime rates applicable to your situation, you'll need to identify the award that covers your industry or occupation. For instance, the Shop, Distributive and Allied Employees Award 2010 (Retail Industry Award) is a commonly applicable award in Norfolk Island. This award outlines overtime rates as follows:

• 150% of the base rate of pay for overtime hours worked on weekdays
• 200% of the base rate of pay for overtime hours worked on Saturdays
• 250% of the base rate of pay for overtime hours worked on Sundays and public holidays

Please note that the Retail Industry Award is just an example. The overtime rates and conditions will vary depending on the specific award that applies to your employment.

Workers in Norfolk Island have the right to rest periods and breaks as per the Employment Act 1988 (NI).

The Act outlines that every employee must be given a rest period of at least ten minutes after each continuous period of four hours of work. However, it does not specify whether these rest periods must be paid. This detail should be outlined in the individual employment contract or enterprise bargaining agreement.

As for meal breaks, the Act does not mandate them for workers in Norfolk Island. Nevertheless, providing reasonable meal breaks is considered good practice and can contribute to employee wellbeing and productivity.

In Norfolk Island, the employment regulations concerning night shifts and weekend work are detailed in the Norfolk Island Fair Work Act 2016.

Night work is defined as any work performed between 11 pm and 7 am. Employees working night shifts are entitled to penalty rates on top of their base hourly rate. The specific rate depends on the award or enterprise agreement that applies to their employment. Employers are required to consult with employees about the rosters for night shift work.

Weekend work includes ordinary hours worked on Saturdays. Generally, there's no additional penalty rate for working Saturdays unless specified in the relevant award or agreement. Work performed on Sundays attracts a penalty rate on top of the base hourly rate. The specific rate depends on the award or enterprise agreement. Working on public holidays also attracts penalty rates as determined by the relevant award or agreement.

The Act also regulates the maximum number of ordinary hours an employee can work per week, which can impact night and weekend work scheduling. Employees with certain circumstances (e.g., caring responsibilities) may request flexible work arrangements, which could potentially affect night and weekend shift requirements.

It's crucial to refer to the specific award or registered agreement that applies to an employee's role for detailed information on penalty rates and other entitlements for night shift and weekend work.