Since qualifying in 2018, Johanna has supported clients with disciplinary and grievance issues, defending employment tribunal claims, senior exits, redundancies, TUPE, and day-to-day HR queries. She also has a strong interest in the overlap between employment law and data protection, regularly advising on subject access requests, data breaches, employee monitoring, and matters involving cross-border workers.
Does an employee who has received a payment in lieu of notice also have to receive payment for holidays that they would have accrued had they worked their notice period?
Employers who do not need and/or wish employees to work their notice period can make a payment in lieu of notice (“PILON”). An employer will usually include a PILON clause in its employment contracts to ensure it has the option to terminate an employee’s employment at any time. However, in the absence of an express contractual right, an employer and employee may still reach agreement to end employment early by accepting a ‘non-contractual’ payment in lieu.
If a PILON is contractual, the clause in the contract should specify
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial