6 weeks' paid holiday a year (reduced pro rata in accordance with time worked). Of course, not knowing how long a casual worker will work, coupled with them not necessarily working regular hours, can make it very difficult to calculate the exact holiday entitlement. The Working Time Regulations provide a partial solution by providing that, in the first year of employment, workers accrue holiday on the first day of each month they work at the rate of one twelfth of their statutory entitlement. Fractions of days are rounded up to the nearest half day. Typically, employers deal with this by adjusting final salary payments to take into account the period worked and holidays take.
general rule, casual workers taken on for the festive period and who are actually "employees" may not have unfair dismissal rights because they won't have the requisite one year's service, but there is a bundle of employment rights which they will enjoy from day one. It remains a common misconception among employers that casual workers specifically recruited to cope with a temporary or seasonal increase in business may be treated differently from members of the permanent workforce. The Working Time Regulations 1998 will also apply to any casual worker who provides their work personally and that entails regulation of daily and weekly breaks from work; special protection for night work; a 20 minute rest break for each six hours worked (with additional rights for young workers); maximum weekly working time limits; and the right to a minimum of 5.
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up in shops, hotels and restaurants and generally people understand this to mean the type of employment that happens on a "casual" or "as and when needed" basis, or for a specified period. Despite the informal feel of the arrangement, employers should remember that seasonal work can create problems, the repercussions of which, like puppies, can last far longer than Christmas. Businesses may have started their strategic planning during the height of summer but, frankly, it's always wise to revisit the casual workers issue just before the job offers are made. These have been referred to as the "irreducible minimum" and, if the casual worker does not have to work personally, or does but only when required, or does have to work personally and when required but is entirely free to determine how he carries out the work, there is unlikely to be an employment relationship.
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