Good practice guidance discussing how to give employees more control over their annual leave to increase employee engagement, and improve business efficacy by managing the holiday process.
The Employment Appeal Tribunal has held that where an employee chooses not to take statutory annual leave during sick leave, he or she can carry forward the untaken annual leave for up to 18 months from the end of the leave year in which the leave arises.
On this week's XpertHR Weekly, we discuss employees' entitlement to annual leave.
The Northern Ireland Court of Appeal has held that there is no reason in principle why voluntary overtime should not be included in holiday pay, if it is normally carried out and is an "appropriately permanent feature" of the worker's remuneration.
In Lock v British Gas Trading Ltd  IRLR 648 ECJ, the ECJ ruled that art.7 of the Working Time Directive requires that notional commission payments should be included in a worker's pay to compensate for commission that he was prevented from earning while on annual leave.
In The Sash Window Workshop Ltd and another v King  IRLR 348 EAT, the EAT allowed an appeal against a tribunal's ruling that a worker was entitled to pay in respect of untaken holiday that had accrued over more than 10 years up to termination.
A table listing the bank holidays in Scotland in 2016.
On its return from the European Court of Justice (ECJ), the employment tribunal in this important case has read an extra subsection into the Working Time Regulations 1998 (SI 1998/1833) to comply with the Working Time Directive (2003/88/EC).
HR and legal information and guidance relating to paid annual leave.