What does this mean for your business?
In November 2014, a landmark Employment Appeal Tribunal case ruled that employees have the right to claim for overtime to be included in their holiday pay if the overtime is regular or compulsory. The Tribunal has not clarified whether this could also benefit staff who work voluntary overtime.
The ruling was based on the supposition that UK had incorrectly interpreted the EU Wide working time directive, which was implemented into law as the Working Time Regulations in the UK in 1988. The current legislation in the UK states that holiday should be paid at the basic rate. This has now changed as a result of these test cases.
It is anticipated that due to the impact this ruling could have on business that an Appeal on this ruling is likely. If the ruling stands or is appealed unsuccessfully, then employers must include overtime when calculating workers’ holiday pay. Employers need to consider how they will apply the ruling until any appeal process which may take a considerable length of time, has been completed
The judgement has created a time limit on how far back employees can backdate claims of overtime on their holiday pay, which means employees must make a claim within 3 months of taking their holiday or they lose their right to make a claim.
ACAS have produced useful guidance on overtime, commission and other payments to be considered when calculating holiday pay for employees.