Call us on
0161 941 2426

Holiday Pay: A Little Helping Hand

Posted On: 11/08/2017

 

Case Law 

Due to recent case law regarding the inclusion of commission and overtime payments in holiday pay, Companies now must ensure that employees are paid their ‘normal’ pay during the 4 weeks of their statutory 5.6 weeks annual leave, to avoid any claims of unlawful deduction to wages. 

What is ‘Normal’ Pay? 

Normal Pay means - the remuneration they would usually get including: 

What does 4 weeks of the statutory 5.6 weeks mean? 

If an employee works full time, 5 days per week for example, then 4 weeks would equate to 20 days (4 x 5) 

If an employee works part time, 3 days per week for example, then 4 weeks would equate to 12 days (4 x 3) 

Please note that if employees are contractually entitled to more holidays, for example 6 or 7 weeks per annum (i.e. 30 or 35 days) this ruling still only applies to the 4 statutory weeks as above.  

How Do I Calculate Holiday Pay? 

Companies should use a ‘Reference Period’, which is the 12-week period before a holiday is taken, to calculate an employee’s holiday pay. ‘Normal’ pay is calculated as an average over this period.  Therefore, whatever basic rate, overtime and/or commission that has been paid during this period will be averaged to create the holiday pay due. 

What about Overtime? 

All Overtime should be included in holiday, this includes: 

What about Commission? 

Commission should be included in holiday pay if it is linked intrinsically to the performance of required tasks carried out under the contract 

Future developments to keep a look out for 

Other ‘similar payments’ should be considered when calculating holiday pay - however this has not been defined by case law as of yet: 

Payments not to be seen as ‘similar payments’ and therefore not included in holiday pay: 

What is the limitation of Claims? 

The Deduction from Wages (Limitation) Regulations 2014 means that a claim for backdated deductions can only cover a maximum of two years.  However, if there is a 3-month period where no unlawful deductions have been made, this would then break the chain of any series of deductions and a claim cannot be made.   

Get In Touch

What Our Clients Say

“"AccentHansen has worked with P3 for a number of years - during this time Charlotte and her team have provided us with amazing support often at short notice"”

Jim Ruttledge, AccentHansen

Read Our Latest Blogs

Supporting An Ageing Workforce

Posted On: 19/06/2019

Last year the Women and Equalities Committee published a report concluding that the skills of more than one million employees aged 50 or over were being wasted due to discrimination, bias and;

Read More > >

How To Maintain Staffing Levels During Summer Holiday Season

Posted On: 07/06/2019

The first day of summer is within touching distance.  A time for ice-cream, festivals, outdoor movies, cosy drinks on your patio and even the boss doesn’t look so stern wearing a short-sleeved;

Read More > >

Subscribe to our HR News updates

Get the latest updates from P3 and great advice on how your HR can be improved.

To Top