How much should I pay during holidays?

Wages and Wage Slip

Following the recent Employment Appeal Decision:

How much do I have to pay employees on holiday?

Following the news this week you may be scratching your head and asking yourself how much should I pay during holidays to employees? This episode of the podcast deals with this question.

If you are an employer your attention will undoubtedly have been drawn to a recent decision from the Appeal Tribunal (4th November 2014). This decision came as a result of the following combined cases:

MR DAVID FULTON AND OTHERS v BEAR SCOTLAND LTD & OTHERS

MR K WOODS AND OTHER v SHERTEL (UK) LTD

MR LAW AND OTHERS v AMEC GROUP LTD

You can read the full judgement here

It is an important decision which all employers should be aware of and consideration should be given to the effect it will have on your business and employees.

Particularly you will learn….

  • What the decision means for your business
  • The background to the decision
  • Whether you will have to pay back payments to employees

HR Best Practice Tip

The HR tip of the week follows the recruitment theme, giving guidance on how to get the recruitment process right.

Podcast references

Working Time Regulations 1998

Employment Rights Act 1996 

You can obtain a free copy of my Recruitment Fact Sheet and Checklist by sending an email to alison@alisoncolley.co.uk 


 

Would you like the latest news & best practice for employing staff, direct to your inbox?

Sign up to my newsletter and you will also receive 10 easy to implement tips for happier staff.

Sign up now

Email Address *


* indicates required

Please do not worry I will not send you spam!

 


 

Would you liAdvice neededke advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively I offer face to face appointments on the Isle of Wight, in Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.

 

 

 


Real Employment Law Advice Logo

The information contained in this blog post is provided for guidance and is a snapshot of the law at the time it is written. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

This entry was posted in . Bookmark the permalink.

Leave a Reply

Your email address will not be published. Required fields are marked *

Get in Touch