If an employee is dismissed, I understand that any outstanding holidays he/she is owed, once any pro rated calcualtion has been done, should be paid in their final pay in accordance with the Working Time Regs.

However, one of our employees who was recently dismissed, has been paid his outstanding holidays based upon the legal minimum of 24 days, instead of his contractual entitlement of 26 days.
The difference is only half a day, but which is correct?
Lee Clayburn