Top five questions answered about holiday entitlement

With the summer months upon us many of us have started thinking about our summer holiday and taking some time off work. Holiday entitlement can be a tricky topic, so with this in mind we have decided to set the record straight by answering the top 5 questions about annual leave entitlement:

1.What are the minimum entitlements to paid holiday?

The minimum annual leave entitlement for employees is 5.6 weeks’ (28 days) paid annual leave. This may be enhanced by employers and is usually stated in the employment contract.

 2.How does the minimum entitlement work for part time employees?

Part-time employees should receive the same holiday as a full time employees on a pro rata basis.

 3.Are workers entitled to time off on bank holidays?

There is no statutory right for employees to be granted time off on any bank or public holiday, to be paid if a day off is granted, or to be paid at an enhanced rate of pay if a bank or public holiday is worked. Entitlement to take bank holidays off will depend on what is stated in the employment contract or what is custom and practice.

 4.Can holiday pay be included in an employee’s basic pay?

No, an employer cannot “roll-up” holiday pay into basic pay, ie pay a higher wage, so that when employee goes on leave they will receive no pay.

5.When does a holiday year start and end?

Employers can decide on their own holiday year (for example, January to December) and this is usually stated within the employment contract. When the annual leave year is not specified in a contract, it starts when an employee began work.

Top Tip for Employers:

Increasing an employee’s holiday allowance beyond the minimum entitlement can be a great way to reward employees as part of their package and may set you apart from other employers when looking to attract the best talent!

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2020-12-03T15:46:40+00:00June 14th, 2018|Human Resources|
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