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The claimant was dismissed by reason of gross misconduct and in particular.
If a part-time employee works on an hourly basis (not fixed hours, but approximately the same number of hours per week) and they request to be paid in lieu of their annual leave, can we lawfully do so?
Can we enforce a policy that annual leave must be taken within the leave year and not allow any carry forward of holidays?
Are employers required to credit an employee for Bank/Public Holidays on top of their annual leave allowance while on maternity leave?
How much parental leave is an employee entitled to annually?
How do I calculate annual leave entitlement for an employee working 9am - 5.30pm Monday to Friday with a 30-minute lunch break and 9am to 1pm on Saturday with no break? I realise the Working Time Regulations recognise a maximum 5 day week, but in this instance, the working days are not all the same length, therefore the leave must be calculated in hours, so do I include Saturday hours?
What are the implications of Brexit for Northern Ireland’s employers?
How does a business deal with public holidays if they don't open for business on Monday? Are employees entitled to be compensated for Public Holidays that fall on Mondays or any other days on which an employer doesn’t open, or is an employee to be compensated if s/he is not contracted to work, even if the employer is open?
Are employers obliged to pay holiday pay even when it has not been accrued, for example in the case of a new employee who takes a week off before they have accrued sufficient holiday entitlement to cover the full week?
What are the legal implications for workers who normally work only during the day but may be required to do an infrequent night shift?
UK employees are entitled to 28 days annual leave (5.6 weeks leave). If an employee is off sick for all or part of the year, should they carry over the 28 day equivalent or the 28 days under the Working Time Directive?