The government has unveiled fresh guidelines outlining the latest reforms in holiday pay and entitlement. The guidelines relate to the amendments to the Working Time Regulations, which were implemented on 1 January this year and impact various aspects such as irregular hours workers, part-year workers, COVID-19 carryover of leave accrual, rates of holiday pay, annual leave, and the concept of rolled-up holiday pay.
The guidance centres on the statutory minimum entitlement of 5.6 weeks’ paid holiday, emphasising that numerous workers may possess contracts affording them additional paid holiday beyond this legal requirement. Referred to as contractual holiday entitlement, this extra holiday allocation varies based on individual employment contracts. It is advisable to review individual contracts initially, and if needed, seek independent legal advice to ensure a clear understanding of the specific contractual holiday entitlement in place.
For a comprehensive understanding of these changes, you can explore the complete guidance provided by the government here.
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