Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
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[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
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[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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Search - Tips & Advice Business Database
You’ve probably heard it several times before. An employee returns from holiday only to tell you that he was sick for the duration of his break. What do you do? Reinstate his holiday? Pay him SSP?
And what about other situations?
Let’s suppose that an employee has not taken their full annual leave entitlement due to circumstances beyond their control. Are they automatically allowed to carry the balance of it over into your
next holiday year?
Even with the summer holiday season behind us, we’re still receiving countless queries about annual leave. So what is an employee’s entitlement? Read on for the answers to the most often asked
questions.
There’s now been a number of cases involving the right to carry over annual leave to the employer’s next holiday year where the employee has been on long-term sick leave. What’s the current legal
position?
Hot on the heels of an Employment Appeal Tribunal case on accrued annual leave during long-term sickness absence, comes a ruling by the Court of Justice of the European Union. So in this short space
of time has anything changed?
Whilst the European courts have ruled that workers on long-term sick leave can carry over their statutory holiday entitlement into the next leave year, they never confirmed if this right expires.
What’s the latest thinking here?
It’s come to your attention that an employee hasn’t taken their full annual leave entitlement and you’re approaching the end of your holiday year. Must they be permitted to carry the full balance
over into your next holiday year?
The big question of whether an employee on long-term sick leave can still accrue statutory holiday pay has reappeared. So what’s the latest legal position?
If you’re confused about the status of bank holidays in relation to entitlement to time off, extra pay, or their effect on different types of employee, you’re not alone. What’s the legal situation
and what should you introduce?
One of your employees will soon be taking a two-week holiday. During that time it would be really helpful if they could deal with any urgent queries. Can you ask them to still be available for work
on this basis?