Holiday pay for term-time only and part-year workers following Harpur Trust v Brazel Decision – New legislation from 1 April 2024

In July 2022, the Supreme Court determined that holiday pay for term-time only and part-year workers should not be pro-rated by the proportion of the year they have worked. This meant that even though they worked part-year or term-time only, they would receive a full-time holiday entitlement.

The Government has since published its consultation on the calculation of holiday pay for term-time only and part-year workers, confirming their intention to intervene in light of the judgment due to the disproportionate results which could arise between part-year, and part-time workers. The new legislation will allow employers to revert back to the old 12.07% calculation method for holiday entitlement for holiday years commencing from 1 April 2024. We will therefore discuss the judgment and what this means for those working part of the year, such as term-time employees, as well as the Government’s consultation in this area.

Calculating holiday pay entitlement

It has always been the case that employees and workers on full-year, fixed hours have a minimum of 5.6 weeks’ paid annual leave a year. This is comprised of 4 weeks (20 days) as stipulated under the Working Time Directive, and an additional 1.6 weeks under the Working Time Regulations to account for bank holidays in the UK (8 days a year), amounting to 28 days in total.

The Working Time Regulations provide that holiday pay is calculated at the rate of a weeks’ pay. Subsequent case law has confirmed that a weeks’ pay should be calculated by reference to a person’s normal earnings, including: travel allowances; commission; and non-guaranteed and voluntary overtime. An employer is then required to look at the worker’s earnings over the previous 52 weeks to determine their average earnings, and pay holiday pay based on this.

Therefore, this is relatively straightforward for employers to calculate for regular full-year staff on fixed hours and does not often give rise to any difficulties.

Confusion would often arise as to how to calculate holiday pay for term-time only, part-year, or irregular working arrangements, who may therefore work a different number of days or hours a week.

Previously, guidance suggested that employers calculate holiday entitlement for employees working irregular hours on the basis of 12.07% of hours worked. This was on the basis that:

• workers were entitled to 5.6 weeks’ paid holiday each year
• this left 46.4 weeks remaining
• 5.6 is 12.07% of 46.4

Therefore, 12.07% represented holiday expressed as a percentage of working time.

Harpur Trust v Brazel

Ms Brazel was a visiting music teacher at the Trust and was engaged on a zero hours contract, but worked only during term-time and was only paid for the hours she taught, which could therefore vary from week to week. Ms Brazel took holiday outside of term time.

Following guidance at the time, the Trust calculated Ms Brazel’s holiday pay entitlement on the basis of 12.07% of her hours worked, and then multiplied this by her hourly pay to determine what her holiday pay total should be.

Ms Brazel ultimately brought a claim, claiming that her holiday as calculated by the Trust resulted in her receiving less than under the general approach of 5.6 weeks’ entitlement. The Trust defended the claim on the basis that the 12.07% method reflected her leave accrued proportionately to the hours she worked during the year.

The Court of Appeal decided in favour of Ms Brazel. The Trust subsequently appealed to the Supreme Court.

Supreme Court decision

The Supreme Court upheld the Court of Appeal decision and rejected the Trust’s arguments. It held that an employee or worker is entitled to 5.6 weeks’ holiday, and holiday accrues whilst a contract is in place. Whilst the claimant only worked some weeks throughout the year, she was on a zero hours contract for the whole year and was therefore entitled to 5.6 weeks’ annual leave.

The Supreme Court also rejected arguments that the 5.6 weeks’ entitlement should be pro-rated, and held that a weeks’ pay should be calculated based on the approved approach to a week’s pay, as outlined above.

However, the difficulty with this decision for determining a weeks’ pay results from the fact that, in order to calculate a weeks’ pay, you only calculate weeks in which remuneration was due over the preceding 52 weeks, discounting any weeks where the individual was not paid (with a maximum reference period of 104 weeks). Of course, if an individual works for part of the year, there will be many weeks where they receive no pay.

This difficulty can be illustrated by way of example:

• An employee, A, works 20 hours per week (part-time), for 46.4 working weeks in the year
• Another employee, B, works 40 hours but only works half of the year (so 23.2 weeks in a year)
• Over a year, both employees therefore work 928 hours
• Both employees are paid £11 an hour

On the basis they both work the same hours and are paid the same pay, one may therefore assume that they should receive the same holiday pay.
However:

Employee A

• They are entitled to 5.6 weeks’ holiday
• A weeks’ pay would be 20 x £11, or £220
• They are entitled to £220 a week, or £1,232 per year (£220 x 5.6)

Employee B

• They are also entitled to 5.6 weeks’ which, based on Harpur, is not pro-rated even though they work part of the year
• A weeks’ pay requires you to only look at working weeks over the last 52 weeks, so ignore non-working weeks
• So, a weeks’ pay would be 40 x £11, or £440
• Therefore, they are entitled to £440 a week, or £2,464 per year (£440 x 5.6)

Therefore, in practice there may be two employees on the same number of hours and at the same rate of pay, but those on part-year or term-time working arrangements would receive double the holiday pay as those working each week – a potential scenario which has faced criticism and backlash from employers.

Government Consultation

The Government’s publication of its consultation document in January 2023 was triggered by the disparity shown in the above example, in that part-year or term-time only workers are now entitled to a larger holiday entitlement than part-time workers as a result of the Harpur Trust judgement.

The Government has since, on 8 November 2023, published its response to the consultation.

The Government has decided that it will re-introduce an annual accrual method to calculate annual leave entitlement at 12.07% of hours worked in a pay period for irregular hours workers and part-year workers in the first year of employment and beyond, thus bringing the position back in line with how the position was previously understood and widely applied before the Harpur Trust Judgment and as per the previous guidance referred to above.

The Government has introduced draft regulations implanting this change. These are intended to come into force on 1 January 2024, but are drafted to apply to irregular hours workers and part-time workers in respect of any leave years beginning on or after 1 April 2024. Therefore, as it stands, if a company’s leave year starts in January, then the new regulations won’t apply to their part-time and irregular hours workers until the following leave year in January 2025. Whereas, if the company’s leave year begins in April, then the regulations will apply to their part-time and irregular hours workers from April 2024.

Comment

The decision of the Supreme Court was surprising given the effect that the benefit this can provide to casual, part-year or term-time only workers over workers engaged every week and the disproportionate effects can therefore result. However, the decision did strictly follow the wording of the legislation.

The final ruling from the UK’s highest court impacted upon all casual staff working part of the year and it was therefore one for employers to be particularly mindful of, many of who had previously been using the 12.07% approach for ease.

However, as above, the draft new legislation provides for a return to the 12.07% method of calculation for part-year workers. For now, employers should continue with the method resulting from the Supreme Court judgment, but from its first leave year following 1 April 2024, employers should be ready to switch back to the 12.07% method.

In addition to this change, wider changes to holiday pay calculations are made within the new legislation. You can find further details of the other changes to holiday pay in our separate blog “Key Changes to holiday pay in 2024”.

Please also feel free to contact a member of the Employment team if you have any questions on the contents of this blog.