This content is locked!

To access this resource log in or Subscribe to Core.

Get instant access to 3 free resources of your choice. No credit card required.

Sign up now for free access

Continuity of service

Continuity of service (or continuous service) is calculated from the date that the employee starts work with the organisation.

Key points

  • The date of continuity of service must be included in the employee's statement of employment particulars.
  • Many statutory rights are dependent on accruing a certain period of continuous service.
  • If the employer is unable to offer work to the employee because none is available, continuity of service may be preserved during the period of inactivity.
  • Continuity of service is preserved during all types of family friendly leave, annual leave and sickness absence. 
  • If there is a transfer of undertaking (TUPE), then the continuity of service of the transferred employees is preserved.
  • It is essential that employers are clear what happens to continuity of service during career breaks and sabbaticals.
  • In the case of casual workers, who are employed only when required, there is likely to be no continuity of employment between periods of employment.
  • Any days on which the employee is involved in strike action neither count toward nor break a period of continuous service.
  • During any lock out, continuity of service is not broken but it does not count towards the calculation of continuous service.