Continuous employment

It measures service, not attendance

Continuous employment usually starts on the employee's first day with the employer and runs while the employment relationship continues. It is not reset each time the person is away from work.

Annual leave, sickness absence and statutory family leave can preserve continuity. Temporary lay-off, overseas work for the same employer and reinstatement after an unfair dismissal can also count in particular circumstances. The GOV.UK guidance on continuous employment lists the breaks and changes recognised in Great Britain.

The resulting service length is used for rights such as statutory notice and redundancy pay. Each right has its own conditions, and Northern Ireland has separate law and qualifying periods.

Some changes preserve the date

Moving to another role with the same employer does not normally start the clock again. Service can also continue across a qualifying business transfer or a move between associated employers.

A gap between contracts needs closer attention because some temporary interruptions preserve continuity. Do not assume that returning after a break either keeps or resets the old date. Record the gap and check the rule that applies. Strike days may not add to the service length, but they do not necessarily break continuity.

Keep the evidence behind the date

Record the original start date, any recognised service with a previous employer and why it counts. Keep transfer documents, earlier contracts and agreed service records with the employee file.

Before calculating notice, redundancy pay or another service-linked entitlement, check the employment history rather than relying on the latest contract date. One unchecked date can produce several wrong answers later.