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- Type:
- Quick reference
Updated to reflect a change to record keeping requirements regarding the national minimum wage, effective 1 April 2021.
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- Type:
- Interactive flowcharts
Use this working time flowchart to deal with the legal and practical steps that an employer must address when it wishes an adult worker to enter into an agreement to opt out of the 48-hour working week under the Working Time Regulations 1998.
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- Type:
- Letters and forms
A model form for employees to request carry-over of annual leave from one holiday year to the next.
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- Type:
- Letters and forms
A model letter declining a holiday request.
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- Type:
- Letters and forms
A model letter responding to an employee who has asked to cancel or change their holiday
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- Date:
- 26 February 2020
- Type:
- Case studies
Technology company Paddle talks to XpertHR about introducing unlimited paid annual leave and unrestricted flexible working for employees, how these radical policies work in practice and the positive impact they have had on the business.
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- Date:
- 27 November 2019
- Type:
- Commentary and insights
We look at how shift and night working operates in the police sector and some of the initiatives aimed at reducing the potential negative impact of such working patterns.
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- Type:
- Employment law cases
In TSN v Hyvinvointialan Liitto Ry; AKT v Satamaoperaattorit Ry, the European Court of Justice (ECJ) held that, in the absence of domestic legislation or collective agreements to the contrary, workers on sick leave are not entitled to carry over any paid annual leave over and above the EU minimum of four weeks.
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- Type:
- Employment law cases
In Pazur v Lexington Catering Services Ltd, the Employment Appeal Tribunal held that a kitchen porter had been subjected to a detriment when he was threatened with dismissal after he refused to return to work following a breach of his right to a rest break.
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- Type:
- Employment law cases
In The Harpur Trust v Brazel, the Court of Appeal held that holiday pay for "part-year workers" should not be calculated on a pro rata basis, but by applying the approach set out in s.224 of the Employment Rights Act 1996 and calculating average weekly remuneration over the previous 12 weeks.