As the holiday season approaches, many workers on zero hour contracts may be wondering how holiday pay works. With no set hours or guaranteed work, the calculation of holiday pay can be confusing. However, it is important for workers to understand their rights and entitlements when it comes to taking time off.
Firstly, it is important to note that under UK law, all workers are entitled to 5.6 weeks of paid holiday per year. This includes those on zero hour contracts. This means that, regardless of the number of hours worked or the type of contract, workers are entitled to paid time off.
For workers on zero hour contracts, holiday pay is calculated in the same way as for those on permanent contracts. It is based on the average weekly pay over the previous 12 weeks. This includes any overtime, commission or bonuses that the worker may have earned during this period.
It is important for workers to ensure that they take their entitled holiday time, as failure to do so may result in losing their entitlement. Employers should also not try to discourage workers from taking time off, or penalize them for doing so.
Additionally, workers on zero hour contracts may be entitled to receive statutory sick pay and maternity pay, provided they meet certain criteria. This includes having worked for the same employer for a certain period of time, and earning above a certain threshold.
In summary, workers on zero hour contracts are entitled to paid holiday time, calculated using the average weekly pay over the previous 12 weeks. It is important for workers to take their entitled holiday time and for employers to not discourage or penalize them for doing so. Workers may also be entitled to receive statutory sick pay or maternity pay, provided they meet certain criteria.