With many annual leave years running from April to the end of March, employers are asking whether holiday can be carried over into the next year, if an employee hasn’t used it by 31 March.

The rules on carrying over of unused statutory leave changed in 2024. One of the questions in the March top 10 looks at the circumstances in which employees must be allowed to carry over their leave, and when they have to use it by.

The number one question on Brightmine for the month looks at the options open to an employer when faced with the common scenario of an employee being on sickness absence during a disciplinary procedure. Another disciplinary-related question asks what to do if the employee resigns partway through the process.

Other questions in the top 10 deal with “SOSR” dismissals, unauthorised absence and suitable alternative employment in a redundancy situation.

1. Can an employer invite an employee to attend a disciplinary meeting when they are on sick leave?

2. What does dismissal for “some other substantial reason” mean?

3. Can employees carry over unused statutory annual leave to the next holiday year?

4. How should employers deal with unauthorised absence?

5. What can employers do to support employees who are observing Ramadan?

6. In a redundancy situation, what obligations does an employer have with regard to offering suitable alternative employment?

7. Which employers are required to publish a slavery and human trafficking statement?

8. Do employees have a statutory right to time off for fertility treatment?

9. If an employee resigns after disciplinary proceedings have started should the employer continue the procedure?

10. Who is covered by the definitions of irregular hours workers and part-year workers in the Working Time Regulations 1998?

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