With seasonal working arrangements or other intermittent employment is there a recognised period of time between employment periods that would constitute a break in service. Are there mitigating factors to take into account on this?Posted in : First Tuesday Q&A NI on 3 August 2010
This question is a good example of a specific follow-on from last month’s more general question on continuous employment. To recap, employment is presumed to be continuous from the contract start date and will generally end on termination. However certain circumstances may bring about a break in continuity.
Whether continuity is broken will depend on both the reason for the break and its length. A break of a week or more is usually enough to break continuity of employment but this will largely depend on the circumstances and the reason for the break.
Seasonal working arrangements or other more intermittent employment can be a bit trickier to address as consideration should be given as to
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.