Hot off the Press - Review Holiday Entitlement Wording

Hot off the Press - Review Holiday Entitlement Wording


  • Date: Monday 29th February 2016

If your contracts currently state that employees are entitled to a set amount of holiday plus eight bank holidays per annum, you may want to review this wording if your holiday year ends in March and starts in April.

Due to the Easter break falling within this period, employers may fall short of their contractual obligations, if bank holidays are automatically pulled forward into the prior holiday year without consultation or compensation. Specifically, if the Easter break falls early and one of the holidays falls in March 2016, employees are still entitled to eight bank holiday days in the 2016/2017 holiday year.

Under working time rules, employees are entitled to 5.6 weeks of paid holiday per annum, including bank holidays.

If the above applies to your organisation, you are advised to make a wording change to any future contracts and consult over changing current terms.

As an Employment Law and HR ADVISOR member you can receive further guidance on this subject. Please contact your HR consultant for advice.

Gender Pay Reporting Regulation Draft Published

Amendment orders are still expecting to this regulation but in general, employers of more than 250 staff will be expected to release an annual statement relating to gender pay reporting from 30th April 2017. Organisations will be expected to divide their pay scales into 4 bands and assign employees accordingly. Reporting will also be applied to bonus payments.

Details of the reporting format and publication methods are still to be confirmed. However, if you fall into this category you may wish to audit and update your employee database and schedule in a preliminary review internally.

The Draft has gone into public consultation until 11th March 2015.

The Government has also announced a £500,000 support package to help companies comply with this new piece of legislation so it could be advisable to contact your local authority, particularly if you operate in a male or female dominated sector. 


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