Panning For Gold: Points of Interest Following Landmark EAT Ruling

Here are 3
important points to consider from the decision: 

• The decision’s impact on
  zero-hours contracts. Presently, those on such contracts accrue a right to
  annual leave if their employment is continuous. This finding makes it likely
  that there is a corresponding right to holiday pay, to be calculated as their
  average weekly pay during the course of their employment.
• This development is not limited
  to overtime. Mr. Justice Langstaff also held travel expenses are to be included
  in calculating an employee’s remuneration for holiday pay purposes. Similarly,
  any premium pay (for example pay for working anti-social hours) should also be
  taken into account where it is ‘intrinsically linked’ to the work the worker is
  contracted to do. In Lock v British Gas Trading Ltd [2014],
  it was recently held that commission must also be included. The courts have yet
  to identify a reason as to why performance-related bonuses or any other
  non-salaried method of payment under an employment contract should be excluded.
• This is an evolutionary, not
  radical, change in the law. In British Airways v Williams (2011)
  C-155/10 it was held that variable components such as bonuses must be
  included in calculating holiday pay. Albeit this decision relied upon the Civil Aviation (Working Time) Regulations
  2004 and corresponding EU law, but the principles applied are
  indistinguishable.

 And here is one
myth to quickly dispel: 

• Employers will shortly be
  bankrupted by a large, backdated, bill.