The purpose of a break is to interrupt working time and to promote and maintain the employee’s recovery and health. In addition, taking regular breaks can improve an employee’s long-term performance. The Working Time Regulations 1998 introduced restrictions on the number of hours an employee can work and have a right to rest breaks, rest periods, and holidays. Unless a worker’s contract says so, they don’t get paid for rest breaks.
No work should be undertaken during break times and the employee should be able to take it away from their workstation. If your employer tells you to keep in contact with them during your break in case you’re needed, this doesn’t count as a rest break.
The Working Time Regulations state that your employer is required to provide adequate rest breaks if the tasks undertaken are quite monotonous or the work rate is predetermined and can put the worker’s health and safety at risk e.g. sorting products on a conveyor belt.