Working Time Regulations, holiday pay and overtime

The Working Time Regulations (WTR) impose strict rules on employers in relation to working hours, rest breaks, daily and weekly rest, night work and young workers.

A breach of the WTR can result in substantial fines for the employer and can constitute a criminal offence. There are also bad publicity implications.

It is absolutely vital that, as an employer, you are aware of the rules, exceptions and ways to modify or exclude WTR entitlements.

Under the WTR, employees are entitled to a minimum of 5.6 weeks’ paid leave (e.g. 28 days paid leave for full time workers, working 5 days per week) in each holiday year inclusive of bank holidays.  The amount of leave is calculated pro-rata for part-time employees.

Holiday pay must now be calculated so that it reflects regular overtime and there are rules on what to do if an employee is off sick during a period of pre-booked holiday, or wishes to carry over unused holiday entitlement if they have not been able to take it due to sickness absence.

We will help you to ensure that you comply with the law and will provide useful practical guidance, both to employees and management.

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