As an employer, some of your employees will likely take breaks in their employment. While a break might not affect their continued employment with you, a substantial break could. Hence, it is important to know your worker\u2019s employment status to provide them with appropriate entitlements. Otherwise, your employee could make an employment claim against you in a tribunal. Hence, this article explains what you, as an employer, need to know about breaks in employment contracts in England.<\/p>\n\n\n\n
Continuous employment is when your employee has worked for your business for an uninterrupted period from their employment start date.<\/p>\n\n\n\n
Suppose your employee has a certain period of continuous employment known as the qualifying period. In that case, the law entitles them to specific rights and payments that they were not previously entitled to, such as:<\/p>\n\n\n\n
Hence, if your employee takes a break that affects their period of continuous employment, they may not be entitled to receive the above benefits.<\/p>\n\n\n\n
Your employees are bound to take breaks from their employment with you. While some breaks will not affect their continued employment, other breaks will. <\/p>\n\n\n\n
Some beaks in your employees\u2019 employment, which means their employment is still continuous, include:<\/p>\n\n\n\n
The only clear legal break in continuous employment is when your employee moves from one employment contract to another but has a break of a full week, which means from Sunday to Saturday.<\/p>\n\n\n\n
Although not considered a break, if your employee spends time on strike from their job, this will also affect their continuous service with you.<\/p>\n<\/div>\n\n\n\n
Employees who take a break from their employment are generally entitled to return to their employment. Their time of continuous employment then starts again rather than continues from when they were previously an employee of yours. <\/p>\n\n\n\n
In terms of career breaks, these do not break the continuity of employment. Hence, career breaks count as continuous employment where you and your employee still have an employment contract, even though your employee is not doing any work for you. <\/p>\n\n\n\n
However, without an employment contract, it can constitute a break in the continuity of employment. Nevertheless, you can make an agreement providing otherwise. <\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n