This XpertHR survey on annual leave arrangements covers responses from 365 employers and details the median basic holiday entitlement, plus the formulas used by employers to calculate holiday pay.
In Lock and another v British Gas Trading Ltd (No.2) [2016] IRLR 316 EAT, the EAT held that the domestic Working Time Regulations 1998 are capable of being interpreted in a manner consistent with the requirements of EU law, which include the requirement to factor results-based commission payments into the calculation of holiday pay.
The Employment Appeal Tribunal (EAT) has refused to interfere with the tribunal decision that the Working Time Regulations 1998 can be interpreted to require employers to include a worker's commission in the calculation of his or her holiday pay.
In Patterson v Castlereagh Borough Council [2015] IRLR 721 NICA, the Northern Ireland Court of Appeal held that a Northern Ireland industrial tribunal had erred in excluding voluntary overtime from the calculation of the claimant's outstanding holiday pay
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.
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