Do you have any staff on zero-hour contracts?
If so, have you been paying them correctly for their annual leave?
We can check your compliance and resolve any issues with your zero-hour staff’s annual leave entitlement.
What is Brazel vs Harpur Trust?
Brazel vs Harpur Trust relates to Supreme Court ruling regarding a zero-hour contract music teacher who raised concerns that her annual leave was being underpaid at the beginning of 2011.
The case resulted in a decision that all workers are entitled to 5.6 weeks holiday pay per year and that the correct way of calculating holiday pay should be based on average pay.
Brazel vs Harpur Trust has since been reversed, but employers are still liable for mis payments between July 2022 and April 2024.
How does it affect schools?
Brazel vs Harpur has an impact on schools that employ workers on a term time only and zero-hour contract basis. Previously, holiday pay was being calculated as an average of 12.07% of employees’ salaries.
After the judgement in 2022 the decision was made that all workers (part-time and full-time) are entitled to 5.6 weeks holiday pay.
Employers now urgently need to review their holiday entitlement calculations to identify gaps where the 12.07% calculation method was used.
How can we help?
We specialise in Annual Leave miscalculation rectification.
We have a track record of success with getting schools legally compliant with employment law.
Using your payroll and timesheet data, we calculate the delta between what was paid vs what is owed and communicate with your senior leadership / governor’s, your staff, and any unions as well.