Colchester and Clacton based solicitors and Thompson Smith & Puxon offer specialist Employment Law advice, and are currently informing businesses about the most recent change in employees’ rights. From 1 October 2007 the statutory minimum holiday entitlement increased from 4 weeks per annum to 4.8 weeks (24 days) per annum. Employees working part -time are entitled to the same level of holiday pro rata. Holiday entitlement starts to accrue as soon as the employee starts work. Although an employer can control when holiday is taken, employees must be permitted to take their full holiday entitlement and be paid their normal wage while on holiday.

Employees do not have a statutory right to paid leave on bank and public holidays. If paid leave is given on a bank or public holiday, this can count towards their minimum holiday entitlement. Employers should communicate their holiday policy clearly with employees. Once an employee starts, work details of holidays and holiday pay entitlement should be confirmed in the employee's written contract (where there is one) and a written statement of employment particulars should be given to employees by their employer. The written statement is required by law, and must be given to employees by the employer no later than two months after the start of employment. Thompson Smith & Puxon warn employers to keep up to date with employment legislation, as it is constantly changing: on 01 April 2009 the statutory minimum holiday entitlement will increase again to 5.6 weeks (28 days) per annum.

For expert advice about the obligations of businesses to their employees and other employment law issues please contact Thompson Smith & Puxons Employment Solicitors teams in Colchester on 01206 574431 or Clacton 01255 221919.