A recent ruling in the Court of Justice of the European Union has ruled that UK law in
relation to the calculation of holiday pay is not in line with European law.
As paid holiday is a health and safety measure, members should not be deterred from
taking holiday because they will be paid less than their normal pay
For most members the calculation of holiday is straightforward and they receive the
same pay for each week of holiday as they do for the rest of the year. But the position is
more difficult where pay varies because of factors such as overtime, shift pay,
commission and some allowances, but not expenses.
WHO MIGHT HAVE A CLAIM?
Anyone whose holiday pay is calculated on their basic
pay only, excluding other amounts they regularly get
paid when they are working.
Examples of other amounts would include:
• overtime (contractual or discretionary)
• shift payments (shift allowance, nightshift
payments, on-call allowance)
• unsociable hours payments.
IF YOU THINK YOU MIGHT HAVE A CLAIM
You must contact your GMB Region AS SOON AS POSSIBLE so we can investigate your
claim and, if necessary, contact your employer to ensure you are paid correctly.
If we cannot get the issue resolved (both back pay and future holiday pay), we may need to
file a grievance, or take legal action to ensure your employer obeys the law.
Posted: 3rd November 2014