Our company used to, in many years gone by, operate a forward accrual system in relation to annual leave. As I understand it, this meant that holiday was accrued effectively for the following year. Obviously things changed with the WTD coming in – in effect the impacted employees were entitled to “double” holidays in one year. Instead of applying this practically, the company verbally stated to the employees that, in the event of them leaving, they would be entitled to be paid for these accrued holidays.

I am now looking to confirm this in writing to the individuals; and wondered whether anyone had any prior experience of this or advice for me?
Lesley Keenan