A recent Supreme Court judgment in a case brought by a visiting music teacher on a zero-hours contract has highlighted how, in line with a correct interpretation of the Working Time Regulations (under which all employees are entitled to 5.6 weeks’ annual leave), part-year workers may be eligible for proportionally more holiday pay than their colleagues who work a standard pattern all year round. The Government is currently consulting on proposed changes to the calculation of such holiday entitlement with a view to bringing statutory minimum holiday provision for part-year workers (such as teaching assistants or lunchtime supervisors) and those on zero-hours contracts into line with that for the wider workforce.
