If you are off work due to illness, worrying about your holiday entitlement is probably the last thing on your mind. However, it is a common source of confusion for both employees and employers in the UK.
The short answer is yes. Under UK law, holiday pay continues to accrue while you are off sick.
This article explains exactly how it works, covering statutory rights, long-term sickness, and what to do if your employer gets it wrong.
In a long-overdue display of accountability, the government has released a list of employers caught stealing from their own staff — underpaying workers by thousands, in some cases for years. While several companies have since offered apologies and blamed “administrative oversights,” workers’ rights advocates say the pattern reveals a systemic disregard for the livelihoods of working people.
Among the worst offenders in north-west England was discount supermarket chain B&M Bargains Ltd, which owed a single employee in Liverpool £3,304 over just three months. In Greater Manchester, car trader Roger Irving failed to pay a worker a staggering £34,861 between December 2017 and June 2023. Meanwhile, Accrington Surgical Instrument Suppliers Ltd in Hyndburn short-changed an employee £3,862 over five months in 2025.
The world of work has changed, and for many, the dream of a better work-life balance hinges on one question: how to get hybrid working approved by their employer. With many companies now mandating a return to the office, securing a hybrid arrangement can feel like an uphill battle. However, since April 2024, employees in the UK have had even stronger rights to request flexibility. Hybrid working — a mix of remote and on-site work — is a form of flexible working, and knowing how to navigate this process is the key to unlocking it.
Whether you are in a new job or looking to change your current pattern, this guide provides the strategies and expert tips you need to successfully secure a hybrid working arrangement.
In a landmark ruling that will resonate in staff rooms and HR departments across the country, a former Nestle employee has secured over £22,000 in compensation after being unfairly dismissed for allegedly vaping in the workplace toilets. The case of Luke Billings is more than just a dispute over an e-cigarette; it is a powerful reminder that workers are not expendable cogs in a machine, and that even the largest corporations must treat their employees with basic dignity and fairness.
Billings, a technical operator with an "unblemished career" spanning over a decade at Nestle’s facility in Derbyshire, was sacked for gross misconduct in October 2023. The accusation? That he had been vaping in the toilets, an act that prompted a factory evacuation and a temporary halt in production. While Nestle’s investigation was deemed "reasonable" in suspecting Billings, the employment tribunal’s judgment cut to the heart of why modern employment law exists: to protect workers from disproportionate and dehumanising corporate power.
Journalists and production staff at STV are being forced to subsidise management through a punitive pay freeze – and it's time this injustice ended.
Paul McManus, BECTU negotiations officer for Scotland, has laid bare the deep frustration and anger sweeping through newsrooms. And who can blame workers for feeling betrayed? While STV somehow locates funds to invest elsewhere in the business, the very people who produce the content that keeps the broadcaster alive are expected to accept a real-terms pay cut.