Understanding the New Holiday Pay Regulations 2024

Understanding the New Holiday Pay Regulations 2024


Overview of the Reform

The UK Government is set to introduce new regulations from 1 January 2024, aimed at simplifying holiday pay calculations for part-time and irregular workers. These changes are a response to the complexities and uncertainties previously faced by both employees and employers in this sector.

Key Features of the New Regulations

  • Target Group: Specifically designed for ‘irregular hours workers’ and ‘part-year workers’ on permanent contracts.
  • Accrual Rate: Holiday pay will now accrue at a rate of 12.07% of hours worked each pay period, with a maximum of 28 days.
  • Calculation Basis: Holiday pay will be calculated based on average weekly earnings, excluding unpaid weeks.

Addressing Previous Confusion

  • Background: The Supreme Court ruling in the Harpur Trust v Brazel case highlighted the need for clarity in holiday pay calculations, especially for part-year and casual workers.
  • Resolution: The new model offers a straightforward approach, diverging from the previous practices that led to confusion and inconsistent application.

Implementation and Impact

  • Simplified Approach: The regulations provide a more direct link between holiday entitlement and hours worked.
  • Rolled-Up Holiday Pay: This feature will address administrative challenges, making it easier for employers to manage variable worker schedules.

Actions for Employers

  • Preparation Steps: Employers are advised to review contracts, update payroll systems, and ensure clear communication with their staff regarding these changes.
  • Training and Adjustment: It’s essential for management teams to be trained on these new rules to handle leave management effectively.

Effects on Contractors and Freelancers

  • Benefits for Flexible Workers: The reform is expected to bring transparency and fairness, particularly benefiting contractors and freelancers working through agencies or umbrella companies.
  • Vigilance Required: Workers should regularly check their payslips to ensure the correct application of the 12.07% holiday pay supplement.

Umbrella Companies and the UK Holiday Pay Reform

The Role of Umbrella Companies

Umbrella companies have gained significant attention in the UK, especially in the context of the upcoming holiday pay reforms. These companies act as intermediaries between contractors, freelancers, and their employers or agencies. They are responsible for ensuring that workers receive their rightful benefits, including holiday pay, sick pay, and pensions, in line with employment law. However, it’s important to note that the industry has faced criticism due to practices like withholding holiday pay or hidden fees​.

New Government Proposals

The UK government is currently considering legislation to regulate umbrella companies more strictly. This includes defining them in law and establishing an enforcement body to oversee their operations. The proposed changes aim to address employment rights issues such as pay and holiday pay withholding within the umbrella company market​.

Impact of Holiday Pay Reform on Umbrella Companies

  1. Legalization of Rolled-Up Holiday Pay: The government plans to fully legalize rolled-up holiday pay. This approach, where employers top up a worker’s hourly pay to include holiday pay, is set to become more transparent and standardised. Instead of receiving holiday pay separately, workers typically get an additional 12.07% on their normal pay, representing the legal minimum of 5.6 weeks of holiday each year​.
  2. Benefits and Drawbacks: While rolled-up holiday pay can result in a higher overall pay packet, it also means workers aren’t paid separately for annual leave. Many umbrella company workers prefer this, especially those engaged in short-term projects who may not take much annual leave​.
  • Clarity and Fairness: The reforms aim to provide clarity and fairness, particularly for temporary workers and contractors. This is crucial in addressing issues with some umbrella companies withholding unclaimed holiday pay. The policy shift is expected to ensure that workers know their entitlements and receive the correct pay​​.

Promoting Payroll Umbrella Services

Payroll Umbrella Services, as a compliant and transparent umbrella company, stands to benefit significantly from these changes. By adhering to the new regulations, the company can offer:

  • Transparent and Fair Payment Practices: Ensuring that all holiday pay is calculated and distributed correctly and transparently.
  • Clear Communication: Informing contractors and freelancers about their rights and the details of their pay, including the rolled-up holiday pay.
  • Compliance and Trust: Positioning itself as a reliable and compliant service provider in a market that is set for tighter regulation.

The upcoming holiday pay reform in the UK, effective from January 2024, and the government’s moves to regulate umbrella companies more stringently represent a significant shift in the contractor and freelance market. Payroll Umbrella Services, by embracing these changes and upholding high standards of transparency and compliance, can enhance its reputation and service quality, ensuring fair and clear pay practices for all its clients.

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