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Employers should pay a worker their normal remuneration whilst they are on holiday. This is to make sure that they don’t miss out financially whilst they are on annual leave, which could deter employees from taking holiday.
Holiday pay can be calculated using the average calculation method over the period of 12 weeks before that worker takes that particular period of holiday. So, employers need to find the average pay for that worker and pay them that amount.
The following elements of pay ought to be included when calculating holiday pay:
The Employment Appeal Tribunal has now announced its decision in the Lock v British Gas case which deals with whether commision should be considered when calculating holiday pay. They have agreed with Mr Lock that his holiday pay should include the commission that he would receive normally if he were working and not on holiday.
This is not a surprise and follows the trend that the other holiday pay cases, which was including more payments in holiday pay calculations. Commission joins the ever-growing list of elements of pay that should be included in holiday pay calculations.
If your employees receive any element of commission in their pay it is possible that you may have to include an element in their holiday pay to account for this. It would need to meet the usual test of being:
As with any Tribunal decision, this is not a new law. The Employment Appeal Tribunal has decided that the existing law can, and should, be interpreted in this way and commission should, and always should have, been included in the holiday pay calculation. As we know, this may mean liability for back pay for some employers.
If you are interested in the full decision it can be found on the Employment Appeal Tribunal website.
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