Rota Templates for Care Homes, Pubs and Retail (With Weekly Examples)

A care home never closes, and the number of staff on duty is something the regulator will ask you to justify against the needs of the residents. There is no single national ratio in England; the Care Quality Commission expects a home to evidence that staffing was calculated from a dependency assessment and kept to, and in Scotland and Wales the inspectorates take a similar view. In practice mornings are the heavy end, because personal care, breakfast and the medication round all land between 07:00 and 10:00, so the early shift is the biggest and the night the smallest.

A pub is the opposite shape. Trade is thin from opening until the early evening, then climbs steeply from 17:00, with Friday and Saturday evenings and Sunday lunch carrying most of the week's takings. The rota's job is to put the most people on for the fewest hours, which is why split shifts exist and why part-time staff are the norm. A shop sits in between: fixed trading hours, a fairly even day, but with delivery mornings that need extra hands and a Sunday that is legally shorter for larger stores and a matter of staff consent for everyone. If you are new to writing a rota at all, our roster planning guide covers the ground rules before you pick a template.

Before the templates, here are the minimums each one is built to hit. These are the numbers to check first when you adapt a template; if a change breaks one of them, the change is wrong regardless of how neat the grid looks. Our shift coverage checklist explains how to set these for your own site.

This template is a 12-bed residential unit with eleven staff: two seniors, five care assistants and four night workers. The codes are E for early (07:00 to 14:30), L for late (14:00 to 21:30) and N for a waking night (21:00 to 07:30). Every day has three earlies, two lates and two nights, a senior leads every early, and every day worker has two consecutive days off. Nobody works a late followed by an early, because a 21:30 finish and a 07:00 start is a 9.5-hour gap and breaks the 11-hour rest rule in the Working Time Regulations.

The half-hour overlaps at 14:00 and 21:00 are deliberate; they are the handover, and a template that removes them to save 3.5 hours a week will pay for it in missed information. Carer 2's four lates in a row and Carer 4's five earlies show the two honest ways to fill a week: some people prefer a fixed shift type, and the template should let them have it where the numbers allow. The night team is on three- and four-night blocks with the rest of the week off, which is about the limit we would recommend; the reasons are in our guide to night shift fatigue.

This is a community pub with a bar team of seven: a manager, an assistant manager, two full-time and three part-time bar staff, two of them students. D is a day shift from 11:30 to 17:30, E is an evening from 17:00 to close, and S is a split, 11:30 to 15:00 and again from 18:00 to close. Monday to Thursday run on one day person and two in the evening. Friday and Saturday need four in the evening, and Sunday lunch needs three on the day shift. The manager takes the one split, on Saturday, so that nobody else has to.

Count Friday and you get two on days and four in the evening; count Saturday and the manager's split appears in both totals. The assistant manager's Wednesday evening into Thursday day is a 12-hour gap on a 23:30 close, which is legal but the tightest turn in the template, and it is the first thing to move if the pub starts closing later. Notice that the manager and assistant never close on the same night, which keeps a licence holder available for every close and gives each of them one guaranteed evening off.

The shop opens 09:00 to 18:00 Monday to Saturday and 10:00 to 16:00 on Sunday, with deliveries on Tuesday and Friday mornings. The team is six: a manager, a supervisor, one full-time and two part-time sales assistants, and a weekend student. E is an early from 08:00 to 16:00, starting at 07:30 on delivery days; L is a late from 10:00 to 18:30 that includes the cash-up; S is the Sunday shift, 09:30 to 16:30. Two people are on the floor at all times, three on delivery mornings and Saturday, and one of the three keyholders (manager, supervisor, Sales 1) opens and closes every day.

Tuesday and Friday each have three earlies, so the delivery is unpacked before the floor gets busy. Sunday is three people on one shift, which is enough for a small shop but relies on the student; if they are sitting exams, the supervisor's Sunday becomes the only keyholder and you are one sickness away from not opening. Remember that shop workers in England and Wales can opt out of Sunday working with three months' notice, so build the Sunday row from people who have agreed to it, not from whoever is left.

All three CSV files also import into the Roster Champion app, which places Monday's column on the next Monday for you to confirm.

Scale the care template by adding whole rows, not by stretching shifts. A 24-bed home roughly doubles the day rows and adds one night worker, because nights scale more slowly than days. If a resident's needs change and the dependency tool says four earlies instead of three, that is one extra early row, which is five shifts a week, which is one more part-time carer at 0.6 of a post. Keep the senior-on-every-early rule whatever the size, and keep the handover overlaps.

Scale the pub template by trade, not by day of the week. If Thursday becomes quiz night and takes as much as Friday, Thursday gets Friday's evening count. If you add food, the kitchen needs its own rows with its own codes, because a kitchen shift starts earlier and finishes earlier than a bar shift and the two should never share a code. Scale the shop template by adding a third early on any new delivery day and a third late on any late-night opening, and revisit the keyholder list before anything else; three keyholders is the minimum that survives one person's annual leave and another's sickness in the same week.

Care homes. The late-then-early turn is the one we see most, usually created by a swap rather than by the original rota, and it is unlawful as well as exhausting. The second is filling the same gap with agency staff every week instead of admitting the gap is a post. The third is treating night workers as a separate team who never get the health assessment, the supervision or the training days that the day team get.

Pubs. Giving everyone a split shift because the manager has one. Splits are tolerable for the person who lives upstairs and miserable for the person who lives forty minutes away. The second is the close-then-open, where the same person locks up at 00:30 and unlocks at 09:00 for the delivery; it is under the 11-hour rest floor and it is where the bar's stock count goes wrong. The third is publishing the rota on a Sunday night for a week that starts on Monday, which makes every swap request an emergency.

Retail. The manager taking every delivery morning, so that the one week they are off is the week the stockroom fills the corridor. The second is a Sunday that only works if the student turns up. The third is a keyholder list of two, which looks fine until half term. All three have the same fix: write the coverage minimums down, then check the grid against them every week rather than against last week's grid.