Employers
are urging the government to rush through emergency legislation to save
thousands of companies from having to pay out hundreds of millions of pounds in
backdated holiday pay to up to 5 million people.
The
Institute of Directors (IoD), the British Chambers of Commerce (BCC) and the
Federation of Small Businesses (FSB) warned on Monday night that hundreds of
businesses would go bust unless the government acts to prevent employees
lodging pay claims following a historic legal ruling expected on Tuesday.
Two
employment appeal tribunals are due to rule on whether voluntary overtime
should count towards holiday pay. If the rulings are in the employees’ favour,
up to 5 million people could claim for extra holiday pay dating back to 1998.
Employment lawyers said the claims could soar into the hundreds of millions of
pounds as one-sixth of the UK’s 30 million-strong workforce work voluntary
overtime.
Mike
Cherry, policy chairman of the FSB, said: “The government must bring in
emergency legislation to prevent the backdated claims. [If they don’t act]
hundreds of businesses will shut down and that will lead to thousands of
employees being laid off.
“Business
has done everything it could to comply with the law at the time and now to have
it changed is totally wrong. Our members are very clear about this – it could
have severe implications.”
Holiday
wages are normally calculated on basic pay, but workers and trade unions argue
that overtime and commission payments should be included as they can form a
large proportion of total take-home pay.
Barry
Smith, legal officer of the GMB union, said: “We hope the ruling will clarify
the elements to be included in the calculation of holiday pay.
“For many
workers, overtime, shift payments, unsociable hours payments and other
allowances are currently excluded from their holiday pay, and they should be
included.”
Simon
Walker, director general of the IoD, which represents company bosses, said:
“The holiday pay timebomb could have a hugely detrimental impact on businesses
up and down the country.
“It is not
an exaggeration to say that some small businesses could end up being wiped out
if employers who have acted compliantly and in good faith face underpayment
claims backdated as far as 1998.
“Not only
do businesses face a huge spike in operating costs, but employees would also be
encouraged to book holidays following bonuses or good overtime periods as it
would enhance their pay. This would be an administrative nightmare on a number
of fronts.”
The BCC
said employers could face “significant financial losses which could force them
to close their doors altogether”.
The
government, which supports the employers in their stance against making the
payments, declined to comment on how it would respond to the ruling, but a
spokesman said: “We understand the deep concern felt by many employers and have
intervened in the employment appeal tribunal cases to make our views clear.”
The complex
tribunal cases revolve around the EU’s working time directive which gives staff
the right to 28 days’ paid holiday a year. Some tribunals have decided, looking
at past court of justice of the European Union (CJEU) rulings, that average
earnings should be used as the basis for holiday pay calculations.
The holiday
pay cases involving employees of the industrial services company Hertel and the
roads maintenance business Bear Scotland were heard by an employment appeal
tribunal during the summer.
In dispute
is whether the UK working time regulations, implemented in 1998, give force to
this more generous interpretation of holiday pay, whether such enhanced rewards
should apply to holidays longer than 20 days, and whether the average income
should be based on pay received over the previous 12 weeks or a year.
This year a
tribunal in the case of Lock v British Gas Trading Limited found that
commission should now be included in an employee’s holiday pay.
(Published
by The Guardian - November 3, 2014)