For all Rostered shifts you must have 11 hours rest between shifts, this is from your clocking out time to clocking on the next day,.
You used to be able to reduce this to 8 hours by signing a Waiver form issued by your company or by collective agreement with the Unions however this cannot be the case now for rostered shifts.
This is also the case for any Re-Rosters that may be required.
You can still work with 8 Hours if there is overtime at either the end of your late or start of your early as being in an Operational area this can be be classed as Operational requirements, however you will find that this is still quite contentious and would probably not hold up in a court of law.
The main issue with the WTD is that it is Law and if an employee had an accident either at work or on the way to or from work part of the investigation would track back to hours worked and the company / manager who approved the breaking of the 11 hour could be found culpable, this is all the more evident if your company has electronic time and attendance monitoring.
Many people are under the mis-conception that Ground Handling is covered by the Transport waiver however this is not the case, working at an Airport is no different to factory which employs people and is open for 18-24 hours a day.
Most Ground Handling companies would choose to ignore the WTD as to enforce it rigidly would mean employing a lot more staff, employees choose to ignore it as they want flexibility in their working life and also want to work overtime as quite often salaries are low in the industry especially at regional airports.
You will generally find that Trade Unions will or should support the WTD as it should protect the employee and give a greater work / life balance however as stated due the industry pay scales this is not always the case.
In mainland Europe particularly Germany, France & The Netherlands you will find the WTD stringently applied