Updated to reflect that the Supreme Court has granted Ms Tomlinson-Blake, supported by Unison, leave to appeal the Court of Appeal's decision in Royal Mencap Society v Tomlinson-Blake.
We examine the provision of some of the wide range of benefits and allowances offered by respondents to XpertHR's research, including childcare benefits, long-service awards, charity days, location allowances, and standby and call-out payments.
In Flowers and others v East of England Ambulance Trust, the Employment Appeal Tribunal (EAT) held that voluntary overtime must be included in the calculation of holiday pay for ambulance workers with a pattern of voluntary overtime that is sufficiently regular and settled.
The range of possible benefits available for organisations to offer their employees is vast, but the right mix needs to be chosen to attract and retain the employees they need. We look at some of the most common benefits and allowances, and the level of offering.
In Dudley Metropolitan Borough Council v Willetts  IRLR 870 EAT, the EAT held that payments for regularly worked voluntary overtime are part of a worker's "normal remuneration" for the purposes of calculating a week's pay in respect of a worker's holiday pay entitlement.
The Employment Appeal Tribunal (EAT) has held that entirely voluntary overtime should be included in normal remuneration for calculating holiday pay.
Here, we look at the findings from the XpertHR survey of benefits and allowances, presenting data on the availability of a number of benefits including long-service awards, childcare and travel benefits, location payments, volunteer days and various allowances.
An employment tribunal has held that ambulance workers' non-guaranteed overtime in respect of "shift overruns" should be included in the calculation of their holiday pay, but that on the facts of this case purely voluntary overtime does not have to be included.
HR and legal information and guidance relating to premiums and allowances.