Laws accomodating pregnancy in the workplace
Thou shalt break them with a rod of iron; thou shalt dash them in pieces like a potter’s vessel.
Be wise now therefore, O ye kings: be instructed, ye judges of the earth.
The general principles are: where the holiday is worked, the employee is entitled to some combination of "premium pay" and/or "paid time off in lieu" credit, which ranges from 1.5 to 2.5 times equivalence of their regular non-holiday entitlement; Further note that in the event that the employee's employment ends before they take their 'paid time off in lieu' stemming from a public holiday, then the employee is entitled to pay for those days at the public holiday rate [ESA s.32]. "Public Holiday Pay" But for some specific exceptions noted in (c)-(l) below, "public holiday pay" is[ESA s.1(1), 24(1)]: Note that "public holiday pay" is not the same as the employee's "regular rate" [for comparison see s.2(b): "Wages, Regular Wages and Minimum Wages: Regular Wages", above], though in most cases it will be the same or very close. "Premium Pay" "Premium pay" for these holiday pay purposes is at least 1.5 times the employee's "regular rate" [ESA s.1 "premium pay", 24(2)].
He that sitteth in the heavens shall laugh: the Lord shall have them in derision.Exceptions to this main rule immediately arise in three forms: employees who, while otherwise subject to the main public holiday laws (ie.holiday pay and time off entitlements), may nonetheless be required by the employer to work days that would ordinarily be working days [see "Main Holiday Work Rule Exceptions", below], and On top of these exceptions are special rules respecting "retail business" employees as defined in the Retail Business Holidays Act (RBHA) [see "Special RBHA Work Rules", below], who have a right of refusal against any holiday scheduling (whether on ordinary working days or not), but some of whom are excepted from this right [see "Special RBHA Work Rule Exceptions", below].The presence of "front-loading" and/or "back-loading" are factors applied to reduce or eliminate holiday-related compensation otherwise available.(c) When Workers Can and Cannot Refuse to Work Holidays and Sundays .