This factsheet outlines key developments in 2025 affecting workforce management. In particular, the proposed Employment Rights Bill (2024) will drive significant changes, anticipated to start late 2025.<\/p>\n <\/div>\n \n\nDownload Now<\/a> <\/section>\n <\/div>\n\n\n\n\n If you do not have a policy on secondary employment or do not state this in your worker’s contracts, you may still have a right to refuse your employee or worker\u2019s request. This is where secondary employment could be detrimental to your business. <\/span><\/p>\n\n\n\n For example, the business involved in the secondary employment may compete with your business. You can refuse their request to work in secondary employment on the basis that there are implied terms of duty of trust and confidence between you and your worker. <\/span><\/p>\n<\/div>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\nCan I Refuse a Request for Secondary Employment?<\/h3>\n\n\n\n
Holiday leave is the time taken as a break away from work as a paid holiday during the leave year. <\/span>Paid annual leave<\/span><\/a> <\/span>refers to the same concept. The purpose of paid holiday leave is to protect workers\u2019 health and safety and allow them to relax, rest, and engage in leisure activities away from the workplace. Most workers are legally entitled to time away from work as paid holiday leave. <\/span><\/p>\n\n\n\n The statutory leave entitlement of paid holiday leave for full-time workers<\/a> who work five days per week is 5.6 weeks per year<\/span>. This is equivalent to 28 days. You can work out part-time workers\u2019 statutory annual leave entitlement in proportion to the hours or days they work. You can offer your workers more than the statutory holiday leave entitlement, but you cannot provide them less than this.<\/span><\/p>\n\n\n\n Holiday leave includes other rights, such as the right to:<\/span><\/p>\n\n\n\n Key Statistics Sources:<\/strong><\/p>\n Your workers are legally entitled to take a minimum amount of paid holiday leave per year<\/span>. However, it is up to you to decide whether they are allowed to work elsewhere during this time in secondary employment. There is no legal restriction on them doing so if they wish to.<\/span><\/p>\n\n\n\n Working elsewhere might be detailed in your employer\u2019s policy on secondary employment. Secondary employment means that a worker is working in another job and their usual main one with you. The other job may be paid or unpaid and will not normally be with you but with a separate employer. A secondary employment policy<\/a> will cover the rules about your employees or workers working elsewhere at any point during their employment with you. As an employer, you can restrict your workers from engaging in secondary employment when they work for you. For example, you can:<\/span><\/p>\n\n\n\n It is common <\/span>to bar senior workers from working in secondary employment<\/span>, but to permit junior workers, providing they seek your permission first. However, you can refuse the request to engage in secondary employment and where your worker does not ask for permission, you could detail this as a disciplinary issue. <\/span><\/p>\n\n\n \n
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Can My Workers Work Elsewhere When Taking Paid Holiday Leave?<\/span><\/h2>\n\n\n\n
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