Employment Law – How much holiday should you get?

Holiday entitlement; an opportunity to swap the glow of your computer monitor, for the sun on a lovely beach holiday in the Med. Alternatively it can give you a chance to catch up with the more casual side of your life, or simply take that much needed break. However you choose to spend your time away from work, are you receiving enough holiday entitlement? And are you being paid correctly during this time off? Continue reading to find out what the law states on this entitlement, and how it can differ between companies.

Firstly, employers have to consider the amount of hours you work, and the type of contract you are on before making a judgement on how much entitlement you receive. Under the Working Time Regulations 1998, workers are legally entitled to 5.6 weeks’ worth of paid holiday per year.

This is made up of an entitlement to four weeks of holiday under the Working Time Directive 2003/88/EC, and an additional 1.6 weeks under the Working Time Regulations 1998.

If you work a 5 day week, this equates to 28 days paid working days’ worth of leave per year, this figure being calculated by multiplying 5.6 weeks’ worth of paid holiday by the normal working week of 5 days. However, someone working part-time, for example 3 days a week would be entitled to 16.8 days of annual paid leave, calculated by multiplying  3 by 5.6. The amount of days a week you work is proportionate to the amount of holiday entitlement you will receive. The pay you will receive for both part time and full time work, is the same amount that you would receive in a standard working week, as long as you still have holiday entitlement.

It is relatively easy to calculate the holiday entitlement of a worker who works a fixed set of hours, however it can be trickier to work out the entitlement of an employee who works irregularly or without fixed hours. This is calculated by taking into account the average pay earned by an individual per week, over the last 12 weeks. To work out your holiday entitlement in hours for your irregular work, there is a handy government online calculator (https://www.gov.uk/calculate-your-holiday-entitlement).

 

How does the UK stand when it comes to annual leave?

 

Time off UK v US

In the UK, the law states that we are entitled to paid annual leave, relative to the hours we work. This can be contrasted with America, where citizens receive around 6 days paid annual leave on average, in the absence of any laws providing them with paid days off. Some companies in the US don’t provide their employees with any annual leave at all!

A stark comparison can be drawn with France where the law states that employees are to be given at least 30 days paid annual leave, with many companies even offering around 50 days.

Within the UK, various jobs provide different amounts of annual leave. For example, teachers can receive up to 13 weeks paid holiday a year. Due to the nature of the school term, teacher’s benefit from long breaks in the year, with 6 week long summer holidays, although many teachers work during this time reporting that they work around 57 hours a week. In contrast, doctors nearly always receive the minimum required paid annual leave.

This is just a brief summary of the law regarding annual leave, and some examples of how it can differ. The gov.uk site can offer further insight into the UK law regarding employment and annual leave, and this can be found by clicking here: (https://www.gov.uk/holiday-entitlement-rights).

 

Aston Bond can assist you with any employment issues or queries you may have, give us a call on 01753 486 777 to speak to one of our specialist solicitors. 

 

Joel Chapman, Marketing

jchapman@astonbond.co.uk

Read another one of our blogs: What rest breaks are you entitled to at work?

Aston Bond takes on the Ice Bucket Challenge

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On the 28th of August, the Aston Bond team undertook the Ice Bucket Challenge in order to raise money for charity. We are in support of the charity Motor Neurone Disease Association, their Just Giving page can be found here. The MND Association is the only national charity in England, Wales and Northern Ireland dedicated to improve care and support for people affected by MND, fund and promote research, and campaign and raise awareness so the needs of people with MND are addressed by society. Visit www.mndassociation.org.

 

Watch the video of our Ice Bucket Challenge and find out who we nominated!

The importance of providing prescribed information after statutory periodic tenancies arise: Gardner v McCusker

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When a landlord wishes to evict a tenant from his property, he can do so by serving a notice under section 21 of the Housing Act 1988. However, the landlord may be prevented from serving a section 21 notice if he hasn’t correctly secured the tenant’s deposit in a Tenancy Deposit Scheme (as discussed in our earlier blog here) or provided the tenant with specific prescribed information.

The latter is the issue that arose in the recent case of Gardner v McCusker. The Claimant let a property for a 6 months fixed term to the Defendant, who paid a £600 initial deposit. The Claimant secured the deposit and provided the Defendant with the relevant prescribed information under section 213 of the Housing Act 2004.

In 2010 the fixed term tenancy expired, leading to a statutory periodic tenancy. The landlord then served a section 21 notice in March 2013 requiring the tenants to vacate the property, however the tenant argued that the notice was not valid as the landlord had not provided the tenant with the relevant prescribed information upon the commencement of the new statutory periodic tenancy.

The landlord, meanwhile, claimed that the fixed term tenancy had rolled over into the statutory periodic tenancy, therefore the prescribed information would also ‘roll over’ and there would be no need for it to be provided again.

The court held that the statutory periodic tenancy was technically a new tenancy and therefore the landlord had a duty to provide the tenant with the prescribed information again. This rendered the section 21 notice invalid, and the court ordered the landlord to pay the tenant damages of twice the amount of deposit paid. This case supports the seminal decision of Superstrike Ltd v Rodrigues and means that a landlord will not be able to serve a section 21 notice if he has not provided the tenant with the relevant prescribed information within 30 days of the expiry of the fixed term.

When attempting to serve a section 21 notice it is always sensible to take the advice of a solicitor. Our team of lawyers here at Aston Bond are experienced in dealing with section 21 notices. Come down to our offices at Windsor Crown House, Slough, SL1 2DX today for some advice or alternatively give us a call on 01753 486 777.

Aston Bond are holding a Landlord and Tenant seminar in late September, if you wish to attend please send your details to ndarby@astonbond.co.uk and we’ll be in contact. 

Amarjit Atwal, Paralegal

Serving a section 21 notice when the tenant’s deposit hasn’t been protected

possession-order

Section 213 of the Housing Act 2004 requires landlords to protect their tenant’s deposit in an authorised Tenancy Deposit Scheme (“TDS”) within 30 days of receiving it. Failure to do so can cause great difficulties when the landlord wishes to terminate an assured shorthold tenancy and also lead to fines ranging from one to three times the amount of the deposit.

Section 21 of the Housing Act 1988 allows for a notice to be served upon a tenant when the landlord requires possession of the property. Unlike a section 8 notice which is served upon a tenant when he or she has breached the terms of the contract, section 21 notices can be served when the landlord wishes the tenant to vacate the property, either during a periodic tenancy or at the end of a tenancy.

However, section 215(1) of the Housing Act 2004 prevents landlords from serving a section 21 notice if they have not secured their tenant’s deposit in a TDS. The Act also prevents landlords from securing the deposit in a TDS at a later date in a bid to serve a valid section 21 notice.

One way of getting around this problem is to return the deposit to the tenant before issuing the section 21 notice, so that the landlord is no longer in possession of it. The Housing Acts however, do not define the meaning of ‘returning’ money, and this becomes tricky when the tenant refuses to accept the deposit.

In situations like this it is best to avoid methods of payment such as cheques which can be rejected by the tenants. In order to ensure the tenant is in receipt of cleared funds at the time of serving the section 21 notice, it may be prudent to return the sum in cash at the time of service, or use other instantaneous methods of payment such as a bank transfer.

Our team of solicitors at Aston Bond have experience in advising clients wishing to serve a section 21 notice in the absence of securing their tenant’s deposit in a secured TDS. If you require assistance with serving a section 21 notice, call us today on 01753 486 777.

Aston Bond are holding a Landlord and Tenant seminar in late September, if you wish to attend please send your details to ndarby@astonbond.co.uk and we’ll be in contact. 

Amarjit Atwal, Paralegal

When is advance rent a deposit? Johnson v. Old

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The case of Piggot v Slaven (2009) marked a change in the way the law viewed advance rent. Prior to this case, any advance rent received by a landlord would not amount to a deposit on the property. The rent was instead used as payment towards the monthly rent under the lease, and the tenant would continue to make payments once this advance rent had run out. However, in this case the Grimsby County Court held that asking a tenant to pay money that would count as the final two months’ rent under the tenancy would effectively amount to a deposit.

This case has since been contradicted in the form of the Court of Appeal’s ruling in Johnson v Old [2013] EWCA Civ 415. In this case a tenant paid 6 months’ rent upfront for a 6 month tenancy. When her landlord wished to regain possession of the property and issued her with a section 21 notice under the Housing Act 1988, the tenant argued that the 6 months’ rent she had paid amounted to a deposit that had not been secured and therefore her landlord could not serve a valid section 21 notice on her. It was held in this case that the 6 months’ rent that had been paid upfront could not possibly constitute a deposit because the purpose for which it had been paid was for the rent of the property. Had the tenant been asked to pay a month’s rent on top of her previous payments, she would have questioned why she had to pay more when she had already paid all of her rent.

This is a contrast to the case of Piggot v Slaven where the amount held was for the final two months’ rent and the tenants had continued to pay rent during the intervening period. The amount they had given up front could therefore constitute a deposit.

The decision in Johnson v Old means that it is reasonable for landlords to request rent in advance and this will not necessarily constitute a deposit if the intention for the payment is purely to pay rent that the tenant would not expect to pay again. To count as a deposit, the payment must be made to discharge the tenant of any liability arising under or in connection with the tenancy. Alternatively, it must be paid as a security for the tenant’s performance of his obligations.

Aston  Bond are holding a Landlord and Tenant Seminar on 25th September, for full details please email ndarby@astonbond.co.uk. 

Amarjit Atwal, Paralegal

aatwal@astonbond.co.uk

Notice of court proceedings

When we receive correspondence entitled ‘Notice of Court Proceedings’ we often feel shocked, worried and distressed. ‘What does this mean?’ and ‘how will it impact me?’ we ask. If you find yourself in a situation like this, our litigation solicitors are here to guide you through the entire process. Come down to our offices at Windsor Crown House, Slough, SL1 2DX to chat to one of our friendly solicitors. Meanwhile here is a quick guide as to what steps need to be taken before court proceedings.

Life is full of ups and downs and often we find ourselves stuck in situations that are far from ideal. Whether you’re behind on loan repayments or you haven’t paid a penalty, you may receive a notice of court proceedings from your creditors threatening legal action if the fine isn’t paid.

The first step is to try and achieve a resolution without having to go to court. The Practice Direction on Pre-Action Conduct (PDPAC) of the Civil Procedure Rules explains the need to try to mediate prior to going to court, and any sanctions the court can impose for failing to do so. For example, failure to comply with the pre-action protocols can be taken into account by the courts when making orders as to costs and case management directions.

A claimant’s letter before claim should give concise details about the claim, including but not limited to:

  • Their full name and address.
  • Why the defendant is liable.
  • A clear summary of the facts on which the claim is based.
  • What the claimant wants from the defendant.
  • A list of the essential documents that the claimant intends to rely on.

If a defendant cannot provide a full written response to the claimant’s letter before claim within 14 days of its receipt, he must instead provide an acknowledgment of letter before claim within the 14 day timeframe, which should include but is not limited to:

  • Should state the date by which a full written response will be provided.
  • If this date is longer than that set out in the letter before claim, the defendant should give reasons why a longer period is required.
  • May request further information to enable the defendant to produce a full written response.
  • Should, where the defendant cannot provide a full written response within 14 days of receipt of the letter before claim because they require advice, state:

o    that the defendant is seeking advice;

o    from whom it is sought; and

o    when it is expected to be received, to allow a full response to be given.

The claimant must allow a reasonable time (up to 14 days) for this advice to be obtained.

The defendant’s full response should either:

  • Accept the claim in whole or in part.
  • State that the claim is not accepted.

If the claim is disputed in whole or in part, the defendant’s response should:

  • Give reasons why the claim is not accepted, identifying:

 

o    which parts are accepted and which are disputed; and

o    the basis of the dispute.

 

  • State whether the defendant intends to make a counterclaim and, if so, give details of the claim equivalent to the claimant’s letter before claim.
  • State whether the defendant alleges that the claimant was wholly or partly to blame for the dispute and give details.
  • State whether the defendant agrees to the claimant’s ADR proposals, propose an alternative, or give reasons why ADR is inappropriate.
  • List the essential documents on which the defendant intends to rely.
  • Enclose copies of documents requested by the claimant or explain why they are not included.
  • Identify and request copies of any further documentation.

The claimant should supply copies of documents requested by the defendant within as short a time as practicable or explain in writing why the documents are not provided.

Who has to take the A1 English Test?

Passport

On 24 July 2014 the Home Office removed the exemption allowing long-term residents of a country listed as having no approved A1 English test to not need to meet the A1 English language requirement. This means that more applicants will need to meet this level of proficiency in English.

Previously, individuals who lived in certain countries were exempt from having to meet the A1 English language requirement. The change is a step towards ensuring that those who wish to settle in the UK possess basic English speaking skills, enabling them to mix into British society.

Those who live in countries without an approved A1 English test will have to take the test in a country where there is an approved test. The only way they will be exempt from meeting the A1 language requirement is if they can show in their application for a visa that it is not ‘practicable or reasonable for them to do so’.

Meanwhile, the exemption will continue to apply to those applying from select countries including Turkmenistan, Somalia and Sierra Leone, until 14 August 2014.

If you need help with an immigration issue, call our immigration team today on 01753 486 777.

 

Amarjit Atwal, Paralegal

What to do when the air conditioning stops at work?

British summers often leave much to be desired, however recent warm temperatures have encouraged us to venture out in our summer gear, ready to sunbathe and enjoy some ice cream. While spending time in the warm climes is something we all wish we could do more of in our spare time, it’s certainly one thing we do not need when we are stuck working indoors.

Many modern office buildings have air conditioning systems to keep employees cool; however some older buildings may not have this luxury.

thermo office

Employees have certain rights when it comes to temperatures in their workplace. The Workplace (Health, Safety and Welfare) Regulations 1992 state that the temperature in the workplace should be ‘reasonable’ without actually specifying a temperature. However, the Health and Safety Executive recommend temperatures in the workplace should be between 13 and 30 degrees Celsius, depending on the level of physical activity involved in the work.

If the air conditioning at your work isn’t working or you’re feeling too warm, you may be able to ask your employers to undertake what is known as a “thermal risk assessment” to assess whether the temperature is acceptable or not.

The Health and Safety Executive has given guidance on how to assess ‘thermal comfort’. If more than 10% of employees complain about the heat in an office where there is air conditioning, their employer should make a thermal comfort risk assessment. If the office has no air conditioning but is naturally ventilated through the use of windows then more than 15% of employees would need to complain in order for a thermal comfort risk assessment to be made.

The rules are slightly different for factories and warehouses however, where the lack of air conditioning would have to lead to more than 20% of employees complaining before the employer makes a thermal comfort risk assessment.

If you need any advice on employment law, give us a call on 01753 486 777 and we can assist you with any queries you may have.

 

Amarjit Atwal, Paralegal

Expanding waistlines could expand the definition of ‘disability’

Recent studies have shown that the United Kingdom is home to some of the most overweight individuals in Western Europe – inspiring a hike in national incentives to get moving and a plethora of health foods and new gyms. Aside from the impact that our growing waistlines have on our lifespans, being overweight is increasingly making it difficult for some individuals to carry out their day-to-day tasks.

While being overweight does not fall into the classic definition of ‘disability’ under the Equality Act 2010, the Advocate General of Denmark has indicated that morbid obesity may be classified as a disability. In his opinion in Kaltoft v Kommunernes Landsforening (Municipality of Billund), the Advocate General claims that if a person is so morbidly obese that it hinders their ‘full participation in professional life on an equal footing with other employees’ then it may be described as being a ‘disability’.

While this opinion in itself is not binding, it will be taken into account by the Court of Justice of the European Union when they deliver their judgement later this year.

burger blog

Classifying morbid obesity as a disability would mean that many employers would have to ensure that the workplace is fully accessible for those who fall within this category. This could mean ensuring individuals who are morbidly obese can enter the work premises and have specialised equipment to suit their needs.

Perhaps of most interest is the fact that the Advocate General’s opinion proposes to classify all forms of morbid obesity as a disability, regardless of whether the cause of the obesity is the individual’s own excessive intake of calories or an unavoidable health problem.

 

Amarjit Atwal, Litigation Paralegal

 

 

 

Problems with Passages

Flying freeholds exist where two freeholds overlap with one another. Problems can occur when common passageways exist, particularly in ex-council owned properties. Passageways providing access to a rear garden or parking area were often built underneath houses, with a separate passageway above. They were built in this manner to cut costs, and while they don’t usually pose a problem when the property is rented, it can become difficult when the property is sold under the ‘Right to Buy’ scheme.

 

passageway communal gardens passage

Potential problems that can occur

  • Passages only work if used for the purpose intended and whilst there is cooperation regarding maintenance, repair and access.
  • Putting a padlock on the access to the passage may be useless to other owners and may prevent sales.
  • Lack of use may mean the access is lost due to being abandoned by a user over a long time period and may become difficult to reinstate when it comes to the sale.
  • Changes in lifestyles, for example when a shared driveway is in use, can prevent a house being extended.
  • People may not be using the shared parking areas as intended, for example they may be parking unused or abandoned vehicles there.
  • Drastic action in the courts may be necessary to regulate but could be expensive.

The above is not a comprehensive list, as anything shared by unrelated people can cause problems in the future as disputes have to be notified when a property is sold.

 

Solutions for purchasers

There are ways for purchasers to get around this issue of flying freeholds:

1. Purchasers can enter into a Deed of Mutual Consent with others who use the property, but this is cumbersome as both parties have to be available to sign when each property is sold. This method also relies on co-operation between the property owners, which isn’t always forthcoming.

2. Flying freehold indemnity insurance covers lenders for any loss in value incurred as a result of a lack of maintenance or repair of the adjoining property. It is a cheap fix to cover future sales with only top-up cover needed during the policy term.

3. The Access to Neighbouring Land Act 1992 can allow access to the other property for the purposes of a quick maintenance or repair but it is imperative that the other property is not improved or disturbed.

 

For help with your property matters, contact Aston Bond today by popping into our offices at Windsor Crown House, Slough, SL1 2DX or giving us a call on 01753 486 777.

 

Nick Powe, Senior Property Solicitor