FOAK: Employment Law - Holidays

<fx: V>

I cancelled that post.

 

I'm not an employer, but still interested to hear what the repercussions
are, so yes please.

Hmmm... still sounds like yet more red tape making life potentially more of
a PITA for all concerned.

--
JackH

98 Honda VFR800FiW
05 Sachs Madass
03 VW Passat TDI Sport
89 Vauxhall Nova 1.3 Pearl

 

With regards to the former: what a load of tosh.

I've had dozens of decent 2-week holidays in Merkania.

Hint: you don't have to "do" the whole country in one trip.

 

<fx: .I.. ..I. >

Not before it propogated though.

 

With regards to the latter: I fully agree having done just that a few years
back - the jetlag kills the first couple of days, for one thing.

Oh, and I didn't 'do' all of Oz - spent most of my time in Sydney, with a
couple of days in Perth on the way back.

--
JackH

98 Honda VFR800FiW
05 Sachs Madass
03 VW Passat TDI Sport
89 Vauxhall Nova 1.3 Pearl

 

That leaflet also makes a lot of references to the Working Time Regs,
from which any worker can opt out, and doesn't define which bits are WTR
based and which bits aren't.

Clear as mud.

 

I draw the honourable gentleman to the pages thus....

http://www.direct.gov.uk/en/Employment/Employees/Timeoffandholidays/index.htm

 

As I understand it you're ok until next April. Thereafter it's only
the 4 weeks WTD A/L that can't be carried forward - the other 1.6
weeks plus whatever else is in the contract can.

TBF I think the aim is simply to ensure that everyone gets 4 weeks off
a year, whatever employers try to do to prevent it.

 

"Computer in quicker than human shocker! Film at 11!"

 

This ^

 

32. How long can unused holiday entitlement be carried over?

Unused statutory and additional statutory holiday entitlement can only
be carried over to the following leave year, although an employer may
require any carried-over holiday to be taken within a specified period
within the following leave year (refer also to FAQ 20).

So can they carry it over or not?

 

AIUI from FAQ 20, first 4 weeks "no", remainder "yes".

 

Your notion of the WTR is fucked. The opt out of the 48 hour week is just
part of it.

As Colin has posted above, the new holiday legislation is part of the WTR.

 

Yes they can carry it over, but only days over the statutory minimum of
20. The first 20 (including public holidays) are use-it-or-lose-it. No,
you can't offer pay in lieu.

 

Eh? I've got three weeks left over at the mo.

I don't want to use that before April.

 

Anyone got a link to this. Rather a pain in the arse.

 

I find it the opposite, as any holiday I have to use just means
removing the time wasting tasks from my schedule and switching to 4
day weeks before the deadline approaches.

 

I'm thinking about having to insist people take leave and not agree to
informal 'local' arrangements. Oh plus I've got five days I carry from
one year to another; viewing them as an eventual additional redundancy
payment when I get paid for them.

 

wrote in 4ax.com:

it's all on the direct.gov.uk webite - links in the thread somewhere

 

You'll probably still be able to do that, as the law is about the
first 20 mandatory days as I understand it.

That said, our HR Droids implemented a use it or lose it, no
carry-over policy last year, so i don't have a choice.