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Holiday

Bank holidays are traditionally a time when employees can relax and enjoy a long weekend – but they are now giving some employers an extra headache to deal with.

If you are unfortunate enough to be off work sick for a period of time worrying about how it will affect your holiday entitlement is probably the least of your worries.

The question used to be an easy one for employers, but the current answer seems anything but… just how exactly do you calculate statutory holiday pay?

With a bumper summer of sport on the way a new study has revealed four in ten men are prepared to take a sickie to make sure they do not miss out on the action (1,2).

Some lucky employees will jet off to sunnier climes this Christmas for a family get together.

Any employee who missed out on the early rush to book Christmas time off is now likely to have little chance of enjoying an extended festive break.

It may be the season of goodwill, but it may prove to be in short supply for an employer faced with a late request for a Christmas break.

Happy memories of the sun, sea and sand have faded by the time next pay packet arrives like a damp squib following a sunshine break.

We all know that there are laws that govern the employer and employee working relationship, so you could be forgiven for asking: what legislation actually covers absence management?

How to calculate holiday pay for part time employees can seem quite daunting at times but it is a simple mathematical formula.  All employees are entitled to a statutory minimum holiday pay and this is a period of 5.6 weeks per

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