Where workers lose out on their rest periods, for example, because they are moving between shifts, their rest break is excluded as a “special case” (see page 177), or their rest breaks have been modified by a collective or workforce agreement, they must be given an equivalent period of compensatory rest. Government guidance suggests that this should be taken “reasonably soon after the time you missed”. In exceptional cases where this is not possible, the employer must give the worker appropriate protection to safeguard health and safety.