Employee holiday pay entitlements refer to the federal laws requiring employers to offer a minimum period of paid leave each year, with some exceptions depending on the nature of the employment contract. The term also covers the employee's right to earn base bay as well as additional pay while working eight hours or less on a designated holiday.
Each year, employees have the right to take a minimum of 5.6 weeks off of work responsibilities while still receiving their base salary payments, wherein each week is a standard five-day work week. This entitlement includes additional privileges for the employee, including the ability to accrue the time off during maternity or paternity leave, as well as the option to use the time as designated sick leave to cope with an illness or ailment. Certain employees may not be eligible for the holiday pay minimums, though the specific scenarios and requirements may vary according to the exact employment contract and payment status.
Employees within the United Kingdom also have an entitlement to receive additional pay when working on an official holiday. In these situations, the employee receives her base pay rate during the period of activity in addition to an additional payment of her base rate, amounting to a double payment to compensate for the loss of the initial paid time off. The employee must have a previous standing schedule obligation to work on that day to claim the additional pay. If the employee works more than eight hours, she also qualifies for overtime pay.