On January 1, 2024, the UK government implemented amendments to the Working Time Regulations, which are outlined in this document. Please note that this guidance cannot provide definitive answers to all individual queries or be used in place of personalised legal advice. Employers must negotiate the changes in terms and conditions with their workers or representatives.
The main focus of this guidance is on the minimum entitlement of 5.6 weeks’ paid holiday. However, workers may have contractual entitlements to additional paid leave beyond this statutory minimum. Therefore, employers should first review individual contracts and consult independent legal advice if necessary.
It is important to note that all illustrative holiday pay calculations in this guidance are based on gross pay data (before any taxes or deductions).
Additionally, this guidance refers to ‘workers’ as individuals whose employment status is either as a ‘worker’ or an ’employee’, entitling them to paid leave.
See the guidance here
Join Citation on Wednesday, January 10th at 11am for an informative webinar on changes in employment law. Our discussion will focus on a range of topics including new regulations around carers’ leave, flexible working, and holiday entitlement and pay for irregular hours/part-year workers.
Be one step ahead this year by attending this webinar.