Holiday Pay
Paid annual leave is a legal right under the Working Time Regulations 1998. Most workers get at least 5.6 weeks’ paid holiday, often including bank holidays. Holiday pay should reflect your normal earnings, not just basic salary. That includes regular overtime, commission, and bonuses. Holiday pay should be fair and accurate from day one. Employers cannot underpay or unreasonably refuse properly requested leave. If this is the case for you, we can help.
Reviewing contracts, policies, and payslips
Looking for underpayment? We’ll check your contract, payslips, and holiday policy to uncover issues with accrual, pay rates, or leave that’s gone unpaid.
Calculating statutory and contractual holiday pay
From irregular hours to performance-related bonuses, we calculate if payments reflect normal remuneration and comply with current case law.
Drafting grievance letters
We prepare clear, timely grievance letters to prompt early resolution, protect limitation dates. We can then create a strong evidential record for negotiations or any future Employment Tribunal claim.
Negotiation and Early Conciliation
We aim to resolve claims quickly and fairly. That might mean negotiating settlements directly or handling ACAS Early Conciliation to secure a back-pay settlement without litigation where possible.
Employment Tribunal Claim representation
If needed, we can provide expert support to bring claims for unlawful deduction of wages or breach of contract. Working Time Regulations breaches, managing evidence, advocacy, and remedies.
Holiday during sickness or family leave
Entitlement doesn’t stop when you’re off work. We advise on carry-over rights, pay rates, and how to take holiday during sick leave, maternity, paternity, adoption, and shared parental leave.
Questions we’re often asked
You’re entitled to at least 5.6 weeks a year. If you work part-time, it’s pro-rated.
It should include more than just your basic wage, regular overtime, bonuses, commission, and some allowances should also be factored in.
Yes. Statutory holiday accrues during both sickness absence and statutory family leave.
Only with proper notice and a valid business reason. They can’t refuse to be difficult or retaliate.
You should raise a grievance and get legal advice straight away. You might be able to claim for unlawful deductions.
Any unused holiday must be paid in lieu, and the pay rate must reflect what you normally earn.
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