26.11 The other way in which the rest break provisions may be excluded or modified are where a Workforce Agreement (WA) has been entered into. This is set out in more detail below. 26.12 It is possible for you to contractually agree with your employees that they will provide cover and that this will not be a breach of the rest provisions of the WTR (see paragraph 26.18 below for reference to a sample WA). Remuneration is a separate issue and the relevant provisions as to minimum wages would have to be considered. This supporting guidance sets out how a WA may assist in ensuring appropriate cover is provided. Compensatory rest 26.13 It is important to note that where the rest provisions have been excluded by means of a WA, the worker is entitled to claim what is called a compensatory rest break, which is an equivalent period of compensatory rest or, in exceptional cases in which it is not possible, for objective reasons, to grant such a period of rest, it is necessary to provide appropriate protection to safeguard the worker’s health and safety. 26.14 The WTR do not state that the compensatory rest must follow on as soon as it may be physically possible. For example, if a worker is called out during the night, it does not follow that the worker may come into work later the next day where the needs of the business require cover. The compensatory rest may be given at a time to suit the employer’s needs, but consideration must be given to providing such compensatory rest and, if it is not provided, there is likely to be a breach of the WTR. The sooner the compensatory rest can be provided after the work has been carried out, the better, as this will meet any arguments as to whether the WTR have been complied with.