Your employer may also let you go on holiday or Christmas. For example, the store may be closed for these days. If a holiday falls on one of your normal working days and you do not wish to take the day off, you can ask your employer if you can work on the holiday and take another day off instead. Your “holiday year” or “year off” is a term used to describe the period during which your employer expects you to take your annual leave. In your employment contract, you can have an agreement with your employer on the start date of your year off, e.g. B from January 1 to December 31 for all members of the organization. As a general rule, employers treat the first 20 days off each year as “euro” days and the rest in the traditional way. However, for reasons of administrative friendliness and transparency, the ICJC has agreed to treat the 21 days of industrial holidays as euro days and public holidays in the traditional way. They can only be paid on public holidays if they are part of the unsaserated leave entitlement, if you leave your job. Your employer can decide when some or all of the leave should be taken. For example, they may require that you take part of your vacation to cover the holidays, or the entire company to take a vacation during a Christmas stop. Your contract can set other rules on when you can take your vacation. This is allowed as long as the rules do not prevent you from taking a vacation.
For example, if you need it to take 2 days off, they should tell you at least 4 days in advance. Before changing the way employees take vacations, your employer may be required to check if there are any habits and practices. If your employer makes significant changes, for example, in the long term. B at the level of days off or pay, he must follow the process of changing the contract. If you have taken more time off than your acquired right, your employer should not take money from your last salary, unless it has been agreed beforehand. Check your contract to see if there is such an agreement. Under that case, it is necessary to change the calculation of leave pay for certain leave, in accordance with the provisions of the ICJC labour regulatory agreement, to include average overtime (over 12 full weeks) in WR.4 and taxable travel allowance in accordance with WR5.1. An IR 2015.06 proclamation was issued, in which details of the revision of the labour rules agreement were announced.
It is recognised that after the general election, the UK Government will amend the provisions of the UK Working Time Regulation and that the agreed amendments could be amended. If they are included in your right to leave, you still build paid days off for public holidays: the total right to leave pay will continue to be paid at a rate of 0.558 days per week. Viz. 29 days a year. The “euro” element will be at a rate of 0.404 days per week of service. Viz. 21 days under the CIJC agreement. If you take your leave, make sure you have given the correct notification to your employer and your employer must make sure that they are paying you the right wage. Find out what notice you need to give and how the leave money is calculated. Remember that holidays could be included in your right to paid leave – you can check your employment contract to find out.