Minimum Holiday Entitlement: Your questions answered!

2 February 2012

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... let us fully answer your question.

Let us solve your Holiday entitlement problems - in exchange we'd simple like to understand what you (our web visitors) are struggling with.

Reason to contact us today ...

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2. Fully solve your 'every' Holiday Entitlement question (100% 'free advice' which WILL solve).
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3. Get a 'free calculator chart' -  Simply calculate entitlement in future. 

E-mail Jennifer Lewis or call us on 0845 0731050. 

So, why 100% free? What's in it for us?

This webpage is our most popular page and in order for us to shape our business we NEED to hear of the problems you (our visitors) are experiencing.

In exchange for your contact: our marketing consultants advise we need to give something absolutely free - it's that simple; there's no catch.

The confusing 'change' (for some)
in UK holiday legislation...

There’s been some confusion since the 2009 legislation that affects statutory holiday entitlement.  There's also been some concern & confusion from employers over the unpaid UK Jubilee Bank Holiday in 2012.

– so here are some answers to the most common questions we've been hearing:

E-mail Jennifer Lewis or call us on 0845 0731050. 

What is now the UK's minimum holiday entitlement?

Since April 2009 (and to date), every full-time worker will have:

1. a minimum of 28 days 'paid' leave,
2. including the eight bank holidays.

In other words, staff who were entitled to 4.8 weeks per year will now be entitled to: 5.6 weeks (28 days paid leave) which includes bank holidays.

Why did the 2009 holiday entitlement amend come about?

In the past, some employers gave staff the minimum entitlement plus bank holidays, while others gave the minimum entitlement including bank holidays. The new legislation is there to create a level playing field.

Does this increase every worker’s holiday entitlement?

Not at all. If your staff already receive more than the new statutory minimum, they will not be affected.

E-mail Jennifer Lewis or call us on 0845 0731050. 

What does it mean for contracts of employment?

You’ll need to issue an amendment notice or letter.

Assuming your holiday year runs from April to March, your notice should look something like this:

'Following changes to employment legislation, your annual holiday entitlement will change with effect from 1 April 2009.

Your full paid holiday entitlement is currently twenty-four paid working days, including bank and public holidays. From April 2009, your entitlement will increase to twenty-eight paid working days, including bank and public holidays.'

What if my holiday year does not run from April to March?

You’ll need to adjust holiday entitlement pro-rata.

Remember: the entitlement for time worked before April 2009 is 4.8 weeks. For time worked from April 2009 onwards, the entitlement is 5.6 weeks.

More questions? ...

Call Jennifer Lewis & Associates and we'll answer your Holiday entitlement problems for free.

We can also help with your contracts of employment and other employment policies and procedures.

Just e-mail Jennifer Lewis or call us on 0845 0731050.