Withheld holiday pay

Uncertain

Jarndyce wrote: »

And the employer may choose to allow this only on the basis that it is not subsequently taken as pay in lieu.

I don't think so as this would be a way of avoiding payment.

skintandscared_2

At our firm, we're allowed to carry over 5 days to the next holiday year which must be taken by 31st March or forfeited. Do you have a date by which your carry-over must be taken? If so, any days taken before that date will be last year's carry over. Any holiday taken after that date is this year's. Did you take your holiday this year before the cut-off date?

LittleVoice

Jarndyce wrote: »

That's not what you actually said - there is no 8 day limit for example - but never mind.

It doesn't necessarily have to be mentioned in the contract either. Employers can agree a carry over just as a one off with no ongoing contractual right.

I did say it needed to be with employer agreement.

The 8 days is the limit for carry-over of statutory holiday - that is if we are looking at someone who works 5 or more days a week. If you want to be strict it is 1.6 weeks which are allowed.

paddedjohn

Jarndyce wrote: »

That's not what you actually said - there is no 8 day limit for example - but never mind.

It doesn't necessarily have to be mentioned in the contract either. Employers can agree a carry over just as a one off with no ongoing contractual right.

wrong....... there is an 8 day limit thay can be carried over from the minimum entitlement.

Sambucus_Nigra

Jarndyce wrote: »

That's not what you actually said - there is no 8 day limit for example - but never mind.

It doesn't necessarily have to be mentioned in the contract either. Employers can agree a carry over just as a one off with no ongoing contractual right.

From the gov website...

You do not have an automatic right to carry leave over. Of your 5.6 weeks entitlement, you must take the first four weeks of the leave, in the year that it is allocated. You can only carry forward the additional 1.6 weeks' leave if it remains untaken, with your employers permission or if it allowed by your employment contract.