The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 were intended to simplify the calculation of holiday pay and entitlement following the UK's departure from the EU. But they seem to have brought as much confusion as clarity. Darren Newman provides some guidance.
Updated to reflect a change to government guidance, which now supports the view that a term-time worker paid throughout the year would meet the definition of a part-year worker.
The number of young people on zero-hours contracts has reached record levels in the UK, according to new analysis from the Work Foundation at Lancaster University.
Enhanced with a new holiday clause to reflect legislation in place from 1 January 2024 confirming the circumstances in which annual leave can be carried forward and the new method of calculating annual leave for irregular hours and part-year workers for holiday years beginning on or after 1 April 2024.
Model contract clauses for a term-time worker who has regular working hours. These clauses are appropriate for a term-time worker whose holiday year starts on or after 1 April 2024 and who meets the definition of an irregular hours worker or a part-year worker.
Model contract clauses for a term-time worker who has regular working hours. These clauses are appropriate for a term-time worker whose holiday year starts before 1 April 2024 and/or for those term-time workers who do not meet the definition of an irregular hours worker or a part-year worker.