Work issues...

[NSFW]

Before going to ACAS with this I thought I'd see if this has happened to anyone on here.

I am contracted to work an average of 42 hours per week, but due to the shift pattern that we work we actually only work approx 37.
The company have now decided they want the time back, they calculate 15 days per year?!

Anyway, we have no say over where the shifts start and finish, but some of the staff have offered to stay on for an extra hour each day to make the time up (that we have no control over loosing).

I have now been told (by a colleague as I'm on leave at the moment) that they are deducting 15 days holiday this year to accrue the difference and we have to work rest days to make the difference up n our AL. I still have to see the email that has been issued but it wouldn't surprise me.

That's the basics of a long story, but what I need to know is, if we have no control over the shift pattern (I have proposed a different one that works for the 42 hour week but got told no, it won't work), where do we stand with the loosing the leave entitlement and can they do this?

[Munter]

Does removing those 15 days clash with the statutory holiday you are entitled to?

http://www.businesslink.gov.uk/bdotg/action/detail...

This one has a calculation for shift workers:
http://www.businesslink.gov.uk/bdotg/action/detail...

Just thinking it's something they might clash with and it may cause them to reconsider what they are doing.

Edited by Munter on Tuesday 14th February 08:58

[NSFW]

Thanks for that I formation, we get the minimum allowed slit would remove over 1/2 the holiday entitlement. I do work a rolling shift pattern of 6 on 3 off 24/7 365 days a year.

We have no control over the hours we work, we have even suggested not getting paid double for BH's this would then allow the company to claw back some of the hours they are under working (ahem!) us.