The government introduced reforms to the Working Time Regulations in January 2024, and in particular in relation to holiday pay for part-time and irregular hours workers to once again allow employers to pay their accrued holiday using the 12.07% method. This is where the employer decides to pay the holiday pay in every pay period at the worker’s normal rate of pay and calculated as 12.07% of the actual hours worked.
This change comes into force from 1 April 2024 and employers will need to check their employment contracts before making changes as this is a variation to the contract and may need agreement from the employee.
Source: Roots HR. Read the full article here which includes more information on the above and further updates on the following HR topics:
- Holiday carry over – some situations allow for a right to carry over statutory leave.
- The right to request flexible working becomes a ‘day one’ right from 6 April 2024
- Carer’s have the right to request 1 week unpaid carer’s leave from 6 April 2024
- Extended protections against redundancy for pregnant employees and and new parents from 6 April 2024
- Importance of early consultation in redundancy situations following a recent decision in the Employment Appeal Tribunal (EAT)
- New legislation meaning criminal convictions will be spent sooner (effective from Oct 2023)
There are also changes to Statutory Paternity Leave from April 2024 – see here from Blandy and Blandy Solicitors.
Further guidance:
- Roots HR employment update January 2024
- Full guidance here from gov.uk
- ACAS guidance on holiday entitlement
Confidential advice for your charity:
If you would like free, confidential advice for your charity or community group on employment matters, please contact advice@rva.org.uk or call us on 0118 937 2273