The calculation of holiday entitlement and holiday pay, particularly for workers with irregular working hours, has been complex and a rich source of claims against employers ever since the Working Time Regulations came into force in October 1998. Almost a quarter of century on and post-Brexit, holiday entitlement for workers continues to evolve through case law, and employers are having to yet again review their holiday terms and conditions.
This session aims to make sense of the Working Time Regulations, assessing the most recent case law and to provide clarity to an area of workplace rights which are unnecessarily complicated and often confuses employers and workers. Our objective to assist employers in understanding the current status of holiday rights, what practical steps are needed to ensure compliance with the law and what possible further changes to holiday rights could be on the horizon.
Who should attend?
- HR Directors
- HR personnel
- Managers
- Finance and Payroll personnel
What will be included in the session
- A summary of the origins of the Working Time Regulations, Working Time Directive and their basic principles
- The evolution of holiday and holiday pay rights in the UK since 1998
- How holiday entitlement is calculated, following the Harpur Trust v Brazel judgment
- How holiday pay is calculated, following the Williams v British Airways, Lock v British Gas and Bear Scotland judgments
- How holiday payments on termination are calculated, following the Smith v Pimlico Plumbers case
- Practical steps for employers to consider
- Problem areas, including zero-hour workers, part-year workers and employees with irregular hours or pay
- How to manage risks in changing holiday terms and conditions in light of case law developments
- Where next for the Working Time Regulations?
- Q&A