16 January 2015
We have previously reported that in the judgment an Employment Appeal Tribunal (EAT) decided that holiday pay should ref
We have previously reported that in the judgment an Employment Appeal Tribunal (EAT) decided that holiday pay should reflect non-guaranteed overtime.
Under the Working Time Regulations 1998 most workers are entitled to paid statutory annual leave. This is 5.6 weeks (28 days) if the employee works five days a week. A worker is entitled to be paid in respect of any period of annual leave for which they are entitled, at a rate of one week’s pay for each week’s leave.
The EAT considered three cases in which employees were required to work overtime if requested by their employees. The EAT referred to this type of overtime as non-guaranteed overtime. The Tribunal decided in the context of non-guaranteed overtime:
• overtime payments must be taken into account in the calculation of holiday pay if there is a settled pattern of work
• if the amount of overtime varies but is regularly paid, overtime payments must also be taken into account on an average basis.
Following fears that employers may face large backdating claims the Government has taken action to reduce potential costs to employers by limiting claims by introducing regulations which will mean that claims to Employment Tribunals on this issue cannot stretch back further than two years.
Employees can still make claims under the existing arrangements for the next six months which will act as a transition period before the new rules come into force. The changes apply to claims made on or after 1 July 2015.
Employers and employees can also contact the Acas helpline for free and confidential advice.
If you would like any help in this area please do get in touch.Read More