The Working Time Regulations 1998 (WTR) state that you are entitled to paid annual leave at the rate of a week's pay for each week of leave. You are entitled to be paid your normal wages when on holiday.
Trade unions have won several important court rulings about the calculation of holiday pay, benefiting all workers. As a result of those rulings, it is now established that holiday pay must include all components of your normal remuneration. In other words, it should include all the pay components you would have received if you had been at work instead of on holiday. This includes, for example, both guaranteed and regular non-guaranteed overtime, travel time payments, shift or weekend premium payments and anti-social hours payments.
If your normal pay includes sales-based commission, your holiday pay must include an element to reflect the sales commission you would have earned had you been at work generating sales instead of on holiday.
It is against the law to pay you basic pay only when you are on holiday if your normal pay includes other components.
The written statement of particulars, which should be given to employees within two months of starting work, must specify the terms relating to holidays and holiday pay.