Many young people see it on their payslip: there are breaks are automatically deducted. Sometimes 30 minutes, sometimes even an hour. Even if you’ve barely had that break.
The question is: Is that even allowed? The short answer: no, not always.

In this blog we clearly explain when breaks may be unpaid, when not, and what you can do if pay is wrongly withheld.

Are breaks always unpaid?

No.
Whether a break paid or unpaid is, depends on the circumstances.

Most important is:

• could you use the break freely?

• did you have to stay at the workplace?

• did you have to remain available?

• was your break regularly interrupted?

If you were not really free, it’s often not a real break.

When can a break be unpaid?

A break is usually unpaid if:

• you may leave the workplace

• you do not have to work or be available

• you can actually take your break

Think of: stepping outside, eating something, using your phone without obligations.

When must a break be paid?

A break must often be paid when:

• you must stay at the workplace

• you must be reachable

• your break keeps getting interrupted

• you remain responsible for customers or safety

For example:

• being alone in the store

• keeping an eye on the cash register

• staying reachable “just in case”

Then that break often counts as working time.

Automatically deducting breaks: is that allowed?

Many employers:

• deduct breaks by default

• without checking whether you actually took them

• even on short shifts

👉 That is not simply allowed.
Breaks must actually are taken.

How about short shifts?

Do you work, for example:

• 4 hours

• 5 hours

• a short evening shift

Then a long unpaid break is often not reasonable.
Certainly not if you are in fact just continuing to work.

What if you don’t dare to take a break?

Among young people, we often see:

• too few staff

• busyness

• social pressure

• no replacement

If as a result you are in fact unable to take a break, the employer may usually Don’t let it go unpaid.

What should you do if breaks are unjustly withheld?

Use this step-by-step plan:

1. Check your payslip

2. Determine whether your break was truly free

3. Collect evidence (schedules, chat messages)

4. Request a correction in writing

5. Take action in case of non-payment

In some cases you can:

• recover wages

• demand back pay

• get extra compensation

Common mistakes by young people

• thinking that breaks are always unpaid

• being afraid to ask questions

• accepting automatic deductions

• not keeping records

• waiting too long

That’s a shame. Often it’s about systemic errors.

Are you unsure about your breaks and wages?

Do you work:

• as a student

• with a side job

• part-time or through a temp agency

and are breaks automatically deducted?

Then have it checked quickly. Often it turns out that:

• the breaks are unjustly unpaid

• you are entitled to back pay

• the employer goes too far

👉 Feel free to get in touch to have your situation assessed.