Why it’s so important to get your holiday issues right
Handling issues around holidays can be tricky. But if you ignore your wide-ranging legal duties as an employer you could be facing, and potentially losing, a disastrous Employment Tribunal. Employment Tribunals waste valuable management time and money, damage morale and can ruin your reputation. And if you lose, the financial consequences to your business can prove terminal.
Protect your business from just £99 plus VAT
Our two employment law products - Smart 100 and Smart 200 - will help you avoid the pitfalls of employment tribunals, and can cover your costs if things go wrong.
Packages start at only £99 plus VAT for 12 months, a cost-effective investment in your business’ future.
All your questions on holidays answered
As an Employment Law Extra customer, you receive detailed, trustworthy and practical advice and support on the following topics related to holidays:
Health And Safety
Timing Of Holidays
Holidays And Sickness
Rolled-Up Holiday Pay
Leavers Holiday Pay
Your own step-by-step guides
Our “What the Law Says” section gives clear and concise advice on holidays and all your other latest legal obligations as an employer. You’ll also get step-by-step guides to the following:
170 regularly updated, downloadable policies, procedures, forms and letters
Invest in either Smart 100 and Smart 200 and you’ll also get 170 regularly updated downloadable documents including your own:
Advice from reputable lawyers (in plain English)
Every one of your documents is written and prepared in plain English by a team of fully qualified, highly reputable employment lawyers. Because when it comes to employment law, you need advice you can both understand and trust.
Employment law legislation affecting your business
Smart 100 and Smart 200 give you a practical, expert and working guide to what every piece of employment law legislation means to your business, including:
Important new legal developments - are you exposed?
Holiday entitlement used to be a matter for agreement, either collective or individual, between the employer and the employee. The Working Time Regulations 1998 introduced the concept of a statutory minimum holiday entitlement for all workers.
From 6 April 2009 this entitlement increased, but the increases do not however, affect all workers.
Do you know what these exceptions are, or which groups the law defines as “workers”? And do you know what can happen if you get your holiday procedures and policies wrong?