European Court ruling offers clarification on holiday leave accrued during sickness

-

Clearer guidance over accruing holiday leave during a period of sickness has been given by the European Court of Justice (ECJ).
In a recent judgment, the minimum allowance to be carried forward was confirmed as four weeks, as specified by the Working Time Directive (WTD). This must be taken within 15 months, otherwise it is lost.
Neidel v Stadt Frankfurt Am Main concerned a retired public servant, who had been on long-term sick leave and as such had not taken a vacation due to incapacity. On retirement he claimed pay in lieu of his untaken time off which amounted to 86 days.
The ECJ rejected his claim for additional leave beyond the four weeks allowed for by the WTD. It made it clear that Member States are able to provide for increased entitlement if they choose.
Tim Wragg, Principle Associate at Eversheds, commented: “This will be good news to the UK Government which had sought to restrict entitlement to leave in such circumstances to a minimum of four weeks.”
Thanks to previous cases it was already established that employees could accrue annual leave if they are too ill to take time off. However, questions remained over the amount of holiday they could carry forward and the period during which it must be taken.
The other issue considered was the appropriate period of carry over. German law limited it to nine months. However, the Court said that this was insufficient to allow staggered rest periods which can be planned in advance.
Previously a period of 15 months was found to be long enough by the Court. On this occasion it stated that the carry over must exceed the reference period in which it is granted, ie 12 months.
The UK Government had proposed a carry-over limit of 12 months, however, this ruling suggests that that time would not be adequate.
Wragg concluded: “What remains to be seen is whether the Government will now hold out for the period of 12 months carry over it has proposed or, on the basis of [the] decision and the fact such period is not “substantially” longer than a year, the Government will reconsider and propose a longer period in light of the risk a mere 12 months may present.”

Latest news

Helen Wada: Why engagement initiatives fail without human-centric leadership

Workforce engagement has become a hot topic across the boardroom and beyond, particularly as hybrid working practices have become the norm.

Recruiters warned to move beyond ‘post and pray’ as passive talent overlooked

Employers risk missing most candidates by relying on job boards as hiring methods struggle to deliver quality applicants.

Employment tribunal roundup: Appeal fairness, dismissal reasoning, discrimination tests and religious belief clarified

Decisions examine appeal failures, dismissal reasoning, discrimination claims and religious belief, offering practical guidance on fairness, causation and proportionality.

Fears of AI cheating in hiring ‘overblown’ as employers urged to rethink assessments

Employers may be overstating concerns about AI misuse in recruitment as evidence of candidate manipulation remains limited.
- Advertisement -

More employees use workplace health benefits, but barriers still limit access

Many workers struggle to access employer healthcare support due to confusion, costs and unclear processes.

Gender pay gap in tech widens to nine-year high as AI roles drive salaries

Women in IT earn less as salaries rise faster in male-dominated AI and cybersecurity roles, widening pay differences.

Must read

Chris Powell: Keep tapping away… at your emotions.

Most of the arguments put forward for an enlightened workplace are fact based. That is of course useful and a good starting point, especially in the design stages, but this approach ignores the fact that we respond to our surroundings on an emotional level as well as a functional one.

Matthew Sanders: Zero hour contracts – good for nobody

Recent media buzz about the use of zero hour...
- Advertisement -

You might also likeRELATED
Recommended to you