The 2022 World Cup in Qatar sees 32 nations taking part in 64 matches from Sunday 20 November until Sunday 18 December. Employers should plan ahead to make the most of the impact that this large sporting event can have on staff mental health and morale, while also planning ahead to minimise disruption.
What is the legal position when an extra bank holiday is granted, for example to celebrate the King's coronation? Are employees entitled to extra pay for working on bank holidays? What does an employer do if an employee refuses to work on a bank holiday? How should bank holidays be managed for part-time employees? Public holidays can raise a myriad of issues for employers - we explain how to deal with some of the most common.
As we enter the period of national mourning since the death of Queen Elizabeth II, how should employers deal with practical issues such as short-notice holiday requests or time off to pay respects?
In Harpur Trust v Brazel, the Supreme Court 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.
In 2022, the late May bank holiday has been moved to Thursday 2 June and there is an additional bank holiday on Friday 3 June, creating a four-day weekend to celebrate the Queen's Platinum Jubilee. What does the long weekend of celebrations across the UK mean for employers?
In Smith v Pimlico Plumbers Ltd, the Court of Appeal held that a worker who was wrongly classified as self-employed and refused paid holiday by his employer is entitled to compensation for all the unpaid leave he took throughout his employment.