Oxford UCU members are encouraged to check whether any overtime or additional hours they have worked have been properly taken into account when their holiday pay is calculated.
The rules differ depending on your contract and working pattern:
- Full-time and part-time workers who regularly work overtime or additional hours may be entitled to have those payments included when their holiday pay is calculated.
- Part-year and irregular-hours workers who receive rolled-up holiday pay should normally receive an additional holiday pay payment on top of their pay for hours worked. For leave years beginning on or after 1 April 2024, this is typically 12.07%* of pay for the hours worked.
*12.07% is the statutory minimum, corresponding to the 5.6 weeks minimum annual leave requirement. It is worth checking if your employer offers more generous annual leave, as this should result in higher rolled-up holiday pay.
Example (rolled-up holiday pay):
If you are paid £100 for overtime or additional hours worked, you should also receive at least £12.07 in rolled-up holiday pay, making a total payment of £112.07.
If you work at an Oxford College be particularly vigilant
Due to a payroll error, staff at Hertford College (including Lodge Porters, catering staff, and scouts) recently discovered that they were owed years of backdated holiday pay on the overtime they had worked. The amount that each worker received varied, but the Oxford UCU casework team can confirm that the backdated pay amounted to thousands of pounds for several individuals.
If in doubt, send your line manager this template email requesting confirmation that your overtime and holiday pay have been calculated correctly. For casework assistance, as always, Oxford UCU members can email ucu@ox.ac.uk.
Useful guidance:
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