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    • Well done. Are you able to tell us more about how it went on the day please? HB
    • when mediation call they will ask the same 3 questions that are in their email you had to accept it going forward. simply state 'i do not have enough information from the claimant to make an informed decision upon mediation so i refuse. end of problem.  
    • Food prices, including a $40 chicken, has stoked fury and calls for big foreign supermarket chains to come to Canada.View the full article
    • Which Court have you received the claim from ? Civil National Business CEntre Name of the Claimant ? Lowell Portfolio i Ltd How many defendant's  joint or self ? Self   Date of issue –  15 Feb 2024 Particulars of Claim What is the claim for – the reason they have issued the claim?  The claim is for the sum of £922 due by the Defendant under and agreement regulated by the Consumer Credit Act 1974 for a Capital One account with an account reference of [number with 16 digits] The Defendant failed to maintain contractual payments required by the agreement and a Default Notice was served under s.87(1) of the Consumer Credit ACt 1974 which has not been complied with. The debt was legally assigned to the claimant on 16-06-23, notice of which has been given to the defendant. The claim includes statutory interest under S.69 of the County Courts Act 1984 at a rate of 8% per annum from the date of assignment to the date of the issue of these proceedings in the sum of £49.15 The Claimant claims the sum of £972 What is the total value of the claim? £1112 Have you received prior notice of a claim being issued pursuant to paragraph 3 of the PAPDC (Pre Action Protocol) ? I dont know the details of the PAPDC to know if it was pursuant to paragraph 3, but I did receive a Letter of Claim with a questionaire/form to fill. Have you changed your address since the time at which the debt referred to in the claim was allegedly incurred? No Is the claim for - a Bank Account (Overdraft) or credit card or loan or catalogue or mobile phone account? Credit Card When did you enter into the original agreement before or after April 2007 ? no Do you recall how you entered into the agreement...On line /In branch/By post ? Online Is the debt showing on your credit reference files (Experian/Equifax /Etc...) ? Yes Has the claim been issued by the original creditor or was the account assigned and it is the Debt purchaser who has issued the claim. Assigned/purchaser Were you aware the account had been assigned – did you receive a Notice of Assignment? I was aware, I'm not certain I received a 'Notice of Assignment' from Capital One but may have been informed the account had been sold without such a title on the letter? Did you receive a Default Notice from the original creditor? Yes Have you been receiving statutory notices headed “Notice of Sums in Arrears”  or " Notice of Arrears "– at least once a year ? Not since the debt purchase, and not from Capital One. Why did you cease payments? I can't remember - it was the tail end of the pandemic and I may not have had enough income to keep up payments - I am self-employed and work in the event industry - at that time. I also had a bank account that didn't allow direct debits and may have just forgotten payments and became annoyed at fines for late payments. What was the date of your last payment? Appears to be 20/4/2022 Was there a dispute with the original creditor that remains unresolved? No Did you communicate any financial problems to the original creditor and make any attempt to enter into a debt management plan? No Here is my Defence: Defence - 1. The Defendant contends that the particulars of claim are vague and generic in nature. The Defendant accordingly sets out its case below and relies on CPR r 16.5 (3) in relation to any particular allegation to which a specific response has not been made. 2. Paragraph 1 is noted. I have in the past had an agreement with Capital One but do not recognise this specific account number or recollect any outstanding debt and have therefore requested clarification by way of a CPR 31.14 and section 78 request.. 3. Paragraph 2 is denied. I am unaware of having been served with a Default Notice pursuant to the Consumer Credit Act 1974. 4. Paragraph 3 is denied. I am unaware of any legal assignment or Notice of Assignment pursuant to the Law and Property Act 1925 Section 136(1) 5. The Defendant has sent a request by way of a section 78 pursuant to the Consumer Credit Act 1974, for a copy of the agreement, the Claimant has yet to comply and remains in default of said request. 6. A further request has been made via CPR 31.14 to the Claimants solicitor, requesting disclosure of documents on which the Claimant is basing their claim. The Claimant has not complied and to date nothing has been received. 7. It is therefore not accepted with regards to the Defendant owing any monies to the Claimant and the Claimant is put to strict proof to: a) show how the Defendant has entered into an agreement and; b) show how the Claimant has reached the amount claimed for and; c) show the nature of the breach and evidence by way of a Default Notice pursuant to sec 88 CCA1974 d) show how the Claimant has the legal right, either under statute or equity to issue a claim 8. As per Civil Procedure 16.5 it is expected that the claimants prove the allegation that the money is owed 9. On the alternative, as the Claimant is an assignee of a debt, it is denied that the Claimant has the right to lay a claim due to contraventions of section 136 of the Law of Property Act and section 82A of the Consumer Credit Act 1974 10. By reasons of the facts and matters set out above, it is denied that the Claimant is entitled to the relief claimed or any relief. .................. Please note that I had to write a defence quite quickly as I hit the deadline. At the time of writing the defence, I hadn't been able to find correspondence from Capital One, but had since found default letter etc. I submitted CCA request and CPR 31.14. However, I didn't get any proof of postage or use registered post for the CPR (an oversight) but did with the CCA request. I received a pack which included a letter from Overdales, going over the defence I'd filed, as well as letters of Lowells and reprints of letters from Capital One. But I have no idea if this pack is in response to the CCA request or the CPR ! I would have expected two separate responses ... although I do know they are both the same company. Looking over the pack today, and looking through old emails .. I find some discrepancies in the Capital One default letters (notice of default and Claim of default). They are both dated *before* an email I have stating that a default can be avoided. The one single page of agreement sent (so not the full agreement) has a 16 digit number at the top in small print, next to 'Capital One' which corresponds to a number called 'PURN' printed at the top of each of the 10 pages of ins and outs of the account (they're not official statements, but a list of monthly goings) yet no mention anywhere on either of the account number. I cant really scan them at the moment - I can later tomorrow, but that will be after the mediation call I'm sure. I guess I may be on my own for this mediation ... I am not certain the CCA request has been satisfied .. or if the CPR has been . And then I appear to have evidence that the Default notices provided are fabricated ? Yet, I do have (elsewhere ... not at home) Default letters from Capital One I can check ..
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'Zero Hours Contract' and Holiday Pay Entitlement???


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Hello and a big thank you to all for bothering to uphold such a resourceful website.

 

I have recently requested holiday pay from my employer only to be told that I was not entitled to it as I am working under a 'zero hours contract'. Its a food service position and I don't remember signing any contract when I began working for the business but I work full time hours.

 

Can anyone give me the official line on where I stand as regards my entitlement to 'holiday pay' under such a 'contract'???

 

Hope you can help,

 

Mary S

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Hi there & welcome to CAG.

 

To be honest I've never heard of a Zero Hours Contract! However, every employee is entitled to holiday pay - even if they do not have fixed hours or work the same hours every week. Your employer should take an average of your hours over the previous 12 weeks and that will be your holiday pay entitlement.

 

You should also have been issued with your terms and conditions of employment i.e. hours and rate of pay etc, within 2 months of starting the job.

 

You might find the following line useful:

 

Holiday entitlements: taking your holidays : Directgov - Employment

 

and I would point your employer in that direction as well!!

 

Please let me know how you progress.

 

Kind Regards

 

Ell-enn

 

PS I have asked for your thread to be moved to the Employment Section

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My advice is based on my opinion and experience only. It is not to be taken as legal advice - if you are unsure you should seek professional help.

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Zero hours contracts are fairly common. My wife is a Home Care Worker and has one. It basically means that the employer is not obliged to give you work and in turn you are under no obligation to do the jobs requested. It suits her (our) family situation. She actually works around 30 hours per week, but can throw back a particular job if it doesn't fit what she is doing, or can take time off at relatively short notice to cover childcare etc. Different employers use them in different ways - in my wife's case reasonably sensibly, but in the past unscrupulous employers used it as a means by which they only paid for work actually done. For example, a restaurant might employ three staff and not know how busy a particular night was going to be. He would therefore have the three staff 'on call' in a rest room unpaid until it got busy enough to bring them out to serve.

 

Your employer is absolutely wrong to deny you holiday though. Your rights are exactly the same as everybody else's and you must be permitted paid holiday on the basis of the last 12 weeks' work. Whether an 'employee' or a 'worker' (naturally if you are self employed that is different!), this builds from the first day that you start work. Presumably the person you work for pays you and deducts tax and National Insurance? You need not have a formal Contract, but should be provided with a written statement of particulars within 8 weeks of starting. This should set out the basis on which you are working. Terms of your contract may be 'implied' if not specified in writing, therefore although your contract might not specify the number of hours which you work, it may be customary that you do a certain number each week. Implied terms are every bit as important as written ones in most respects.

 

Quite how you approach the subject again is another matter. I would ask again and tell your employer that you have taken advice on the subject of holiday as you couldn't understand why you didn't qualify. Ask why specifically he doesn't think that you qualify, and ask for this in writing if needs be. Providing that you have worked sufficiently to calculate an average working week, you should know what you are entitled to.

 

My wife's company operate on the basis of x hours holiday for every x hours worked, so it is quite easy to keep tabs on.

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Some companies include holiday pay in the hourly rate for zero hour contracts but this should be included in your contract if thats the case. I am not sure if its legal but I used to be in that situation with a very large company working for a local council so theres a good chance it would be legal.

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Some companies include holiday pay in the hourly rate for zero hour contracts but this should be included in your contract if thats the case. I am not sure if its legal but I used to be in that situation with a very large company working for a local council so theres a good chance it would be legal.

 

It's been illegal since 2002 (I think that's the right date)

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Some companies include holiday pay in the hourly rate for zero hour contracts but this should be included in your contract if thats the case. I am not sure if its legal but I used to be in that situation with a very large company working for a local council so theres a good chance it would be legal.

 

I think that this is considered as 'rolled up pay' which was deemed unlawful in 2006. The rulling determined that holiday pay has to be paid at the time the leave is taken, not aggregated throughout the year.

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.

 

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Hi there & welcome to CAG.

 

To be honest I've never heard of a Zero Hours Contract!

 

Ellen, its basically a fudge, designed to show that (should a future issue occur) the employer can prove there is no mutuality of obligation. Chances are this is a contract for services rather than a contract of employment (on paper at least).

 

This is (in my view) a good example of where a tribunal would imply that there is another employment contract, where the commercial reality is that x hours per week are worked.

 

To Albert - can you check your payslips/documentation, and see whether there is anything in there about whether holiday pay is included with the hourly rate. As others have said, this is illegal now, but many employers still do it (notably agencies).

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  • 1 year later...

Slightly off topic, but only slightly.

 

My sister-in-law is a student with a part-time job at a clothes shop on a zero hours contract.

 

The company have now taken to some pretty strange tactics to get rid of her. Firstly, they cited the lack of one of her references (despite never mentioning it to her before saying she would have to leave).

 

Secondly, they contacted her to say that they would have to let her go because of the credit crunch (nice easy words to throw around!) so would she mind writing a letter of resignation.

 

Does anyone know where she stands in all this? I presume as it is a zero hour contract they are not obliged to give her any work, but cannot understand why they are actively seeking her resignation.

 

Cheers

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Secondly, they contacted her to say that they would have to let her go because of the credit crunch (nice easy words to throw around!) so would she mind writing a letter of resignation.

 

she should tell them to go forth and multiply in a series of short jerky movments if they want her to resign.

 

if she writes a letter of resignation then she is considered to be giving her job up, if they want to sack her they will have to do it themselves, not get her to do it for them.

 

Does anyone know where she stands in all this? I presume as it is a zero hour contract they are not obliged to give her any work, but cannot understand why they are actively seeking her resignation.

 

Cheers

 

how long has she worked there?

 

a "zero hour" contract usually means that someone is employed on an "as and when" basis, so they have no set working hours, but instead are offered work when it comes up, which they are normally entitled to refuse if they arent able to work those hours.

For example, if she is a student and they offer her 2 hours work which clashes with a class/lecture, then she is perfectly ok to refuse the work.

 

The employer cannot demand a resignation, if she is still wanting to work but they want rid of her, then they have the following options:-

 

1) Redundancy

If her position is surplus to company requirements, they could begin redundancy proceedings

 

2) Dismissal due to gross misconduct or some other disciplinary reason.

If she has done anything which constitutes a sackable offence (theft, not coming into work, not doing her job properly etc), then once the disciplinary proceedure has run its course they could sack her if its warranted

 

Of course, if she hasnt completed at least 12 months service then they are allowed to simply end her employment there without reason, which is pretty crap but allowed nontheless.

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The right to paid leave comes under the Working Time Regulations. It applies to virtually everyone apart from the self employed, or those working as limited companies. I believe the WTR are enforced by the Health & Safety Executive. Another good website to look at.

 

Also giving payment instead of paid leave is illegal. Payment can only be given if someone leaves employment and has accrued holiday but not taken it.

 

Rolled up pay was made illegal some time ago.

My opinions are not expressed as an agent or representative of The Consumer Action Group. My advice is given freely but please remember to always seek professional advice from a qualified legal adviser before acting. If I have helped you please feel free to click on the black star below.

 

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