Annual leave and holiday pay
After the Government's announcement this week that stricter coronavirus restrictions could be in place for a further six months - as the pandemic alert level was upgraded from three to four - it's clear that employers are unlikely to be bombarded with holiday requests in the months to come.
On Saturday, the Government announced that anyone returning from Spain, including the Balearics and Canaries, must self-isolate on their return to the UK for 14 days. Jo Moseley, senior associate solicitor at Irwin Mitchell, considers the employment law implications of quarantine.
With employers required to top up furloughed employees' pay for any annual leave they take, many will be anxious to avoid this extra expense at the current time. However, the result could be a glut of holiday requests towards the end of the leave year. Consultant editor Darren Newman looks at how the coronavirus amendments to the Working Time Regulations may help employers facing this situation.
With HR now grappling with the question of how furloughing under the Coronavirus Job Retention Scheme impacts on employees' ability to take - and their employer's ability to require them to take - annual leave, consultant editor Darren Newman examines the relevant issues.
We set out some possible scenarios related to absence and attendance that HR professionals may face during the coronavirus (COVID-19) crisis, and explain how they could tackle them. Additional scenarios (added on 19 March) now cover an employee being unable to work because their child's school has closed or an elderly relative has fallen ill, and an employee due to return to work has been stranded abroad.
Each April, HR professionals must ensure that their organisation complies with the latest round of amended employment laws and deadlines. As well as dealing with the ongoing impact of coronavirus (Covid-19), important issues for HR in April 2020 include changes to written statements of terms and conditions, the introduction of parental bereavement leave and pay, and changes to the law on calculating holiday pay for workers with irregular hours.
The new year begins with a new government, the prospect of Brexit and a number of employment law developments already on the horizon. What does HR need to do to meet its obligations and prepare for the year ahead?
Consultant editor Darren Newman looks at the latest rulings in a long line of holiday pay cases, including one with significant back-pay implications for Northern Ireland employers. He also explains why the issue of lengthy back-pay periods may not yet be completely resolved for employers in the rest of the UK.
In light of new guidance for local government employers on term-time workers, consultant editor Darren Newman looks for a simple way to calculate the holiday entitlement of employees who work only during school terms.
Commentary and analysis: HR and legal information and guidance relating to annual leave and holiday pay.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
Reed Business Information Limited trading as XpertHR is an Appointed Representative of Markel International Insurance Company Limited trading as Markel Legal Expenses Insurance which is authorised and regulated by the Financial Conduct Authority.
© 2020 Reed Business Information Ltd
© 2020 Reed Business Information Ltd