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The details here do not apply to the Agency Workers Regulations – i.e. how the 12 weeks service are counted for ‘comparable’ benefits.
Many of your employment rights only apply if you have a minimum period of continuous employment – for example:
Continuous employment usually means working for the same employer without a break and is worked out in months and years, starting with the date you began work for your employer. The general rule is that if there is a gap in employment of a week or more, continuity of service with your employer is broken in accordance with the Employment Rights Act 1996 (if the break is less than one week there is no break in continuity).
If there is a break in your employment then normally none of the weeks or months before that date will count as continuous service.
There are exceptions to this rule, where short breaks can still be counted as continuous employment, and these are:
Absence from work
Any of the following counts as continuous employment, provided your employment ‘contract’ (i.e. the obligation for you to provide work for pay) continues throughout:
Weeks when there is no contract in place
If you do not have a contract of employment with your employer for a number of weeks (i.e. you are not working and they are not paying you), the time could still count towards your continuous employment, if:
See more details here about a recent unfair dismissal claim Quashi vs Stringfellows – where an ‘umbrella’ contract was found to exist over a period of 80 weeks although the employee had not worked all the 80 weeks.
Reinstatement after an unfair dismissal claim
Following a successful unfair dismissal claim at an Employment Tribunal (or as a result of an ACAS arbitration agreement) where you are reinstated to your job, the weeks which fall between the date you were dismissed and the date that you are reinstated count towards your continuous employment. This also applies if you are dismissed but then reinstated after an internal appeal decision (at your company).
During official industrial or strike action your continuous employment is treated as ‘postponed’. This means that the period you were on strike for will not count towards your continuous employment, but it does not break the continuity of your period of employment.
Time with a previous employer
If you change employer that normally counts as a break in your employment. However, time working with a previous employer can count towards the continuous employment with your current employer if:
If you are an Employer and need ongoing professional help with any staff/freelance issues then talk to Lesley at The HR Kiosk – a Human Resources Consultancy for small businesses – our fees are low to reflect the pressures on small businesses and you can hire us for as much time as you need.
Please note that the advice given on this website and by our Advisors is guidance only and cannot be taken as an authoritative or current interpretation of the law. It can also not be seen as specific advice for individual cases. Please also note that there are differences in legislation in Northern Ireland.
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