Being 'continuously employed' for a minimum period influences certain rights for working employees. But, the beginning and end dates of continuous employment determine your individual rights.
WHAT IS CONTINUOUS EMPLOYMENT? It relates to the shortest period of continuous service worked for an employer.
Continuous employment usually means working without a break in continuity of employment. But there can be periods of interruption.
Your time out of service can include being on strike or having involvement in a lock-out at work.
In fact, employment protect law even covers unfair dismissal as part of continuous service. But, the employee would need reinstating or get re-engaged back into service.
Often, you can also treat employment as continuous even if you change employers. An example would be as a result of a business transfer or undertaking.
This guide explains how the length of continuous employment affects employee rights. It has a significant effect on redundancy payments and some dismissal issues. As a rule, your rights revolve around work breaks that do not interrupt continuous service.
The length of continuous employment grants certain individual rights to most employees. Examples include:
Several key factors determine how long an employee has been in continuous employment:
Note: Always calculate the continuous employment start date from the first day of work.
There are two types of allowable breaks that can occur in a period of continuous employment:
Some examples of breaks that still count towards a continuous employment period include:
The days spent on strike by an employee do not count towards continuous employment. But, taking strike action is not treated as a break from work.
An Example: Your employee works for 30 days. They take strike action for 9 of these days.
In this example, your employee completes only 21 days of continuous employment.
You need to determine the 'effective date of termination' when you calculate length of service. It is the date when employment ends after the notice period.
There may be times when you do not give an employee any notice at all. In this case, use the effective date of termination as the date on which the statutory notice would have expired (had you given them notice).
What happens in cases where there is a dispute about the length of continuous service? As a rule, an industrial tribunal will settle these types of disputes. As a rule, a tribunal assumes employment was continuous until, or unless, it gets shown otherwise.
Note: The Advisory, Conciliation and Arbitration Service can help with any further questions about continuous employment.
Continuous Employment and How it Affects Employee Rights at Work