The question of how to calculate holiday pay for workers on variable hours has been addressed by the Supreme Court decision in Harpur Trust v Brazel.
Writing in this week’s NLJ, Excello Law partner Sarah King looks into the many implications of the case for employers, who may be confused about how to respond.
Some employers may want to move away from zero-hours contracts entirely, while others may choose to ensure zero-hours workers are given at least some work every week. King looks at the practical responses available to employers, and the factors they will need to weigh up.
She writes: ‘Employers must now change how they calculate holiday pay for these employees—seasonal, term-time only and zero hours contract staff—in order to comply with Harpur.’
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