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The 48-hour weekly limit is an average, calculated over a rolling period of 17 weeks (in some circumstances 26 weeks; the period can also be extended through collective or workforce agreements to up to a year). An individual can “opt out” of the 48-hour weekly limit by signing a written agreement with their employer. The employer has no obligation to keep records, other than “by reason of the fact that the employer has obtained the worker's agreement”, (in other words, a copy of the agreement) 1. The agreement should state a notice period of not more than three months that a worker can give to “opt back in” to the working time limits. There are no official figures on the use of the opt-out, but the Department of Trade and Industry (the DTI) estimates that around three million have either signed an opt-out or should have done so because of the long hours they regularly work. The Trades Union Congress (the TUC) estimates this figure to be 4 million. There are no figures on the number of workers making use of the provision to opt back in to the working time limits.
http://www.eoc.org.uk/cseng/policyandcampaigns/org_workingti...



1) working time limits

Labour law is applied indiscriminately to all executives, with the exception of top executives – managerial staff, who are not subject to legal protection of working time limits and the relevant labour rights (extra pay for overtime exceeding maximum working hours and work performed at night, on Sundays, on public holidays, during weekly rest periods, annual leave, etc.).
http://www.ine.otoe.gr/erevnes/erevnes_doc/stelexi_trap_engl...