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So, every time an employee takes a day off, (say in the middle of a month I am about to pay) I have to have a mechanism for showing their previous 13 weeks pay?
What about if they take a day off in the first and third weeks of the month?
I get the idea, but just no idea how the mechanics of it could be done?
So, every time an employee takes a day off, (say in the middle of a month I am about to pay) I have to have a mechanism for showing their previous 13 weeks pay?
What about if they take a day off in the first and third weeks of the month?
I get the idea, but just no idea how the mechanics of it could be done?
Hi Tom123
I currently pass this link over to my clients for them to work out the holiday pay for those who work hourly. But as for the 52 weeks potentially turning into looking back 104 weeks, I doubt the software providers will program that into their system for us that far back as each year is a separate file. What a nightmare! Here is the link currently used.
What happens if you have someone who is contracted to say 35 hours a week some times fall short of the 35 hours depending on work but sometimes work more hours
Do we have to average the 12 weeks hours and pay them the average number of hours? What if it is less than the 35 hours?
surely a 35 hour contract is just that - provide 15 hours work only, pay 35 hours - end of. Works 40 - what does the contract say for that - generally pro rata
thats why shift / rota planning becomes so necessary
holiday pay calcs are complex as the article implied. so works 15hours paid 35 - what is the 12.07% holiday entielement over the 12 previous weeks based on, hours presumably- or money paid ?
I have a part-time job, which is a flexi contract, So I only have 11 hours a week (over two days). However I usually get one or two days overitme (or overttime on my shorter shifts). When I take a week off from that job I use two days (pro rataed), and then no overtime. Would this affect me? It's paid overtime, so I don't know.
How will I calculate holiday if an employee worked for 12 weeks only. ie a new employee?
What about calculating holiday using 12.07% of the total hours worked during the holiday year or period?
When is this all going to end! Note it relates to the UK only yet alludes to being an EU directive? Employees are already compensated for overtime at 1 1/2 times etc.
No voluntary or scheduled overtime anymore for anyone! Then we will hear the squeals....
My part-time job only pays 1.0x for overtime unless it's a Bank Holiday, then it's 1.25x. If only it was proper rates!
A lot of employees are not paid at an enhanced rate of overtime. But the rate of pay for overtime is not the issue here. Imagine doing so much over time (for whatever reason), for so long that you adjust to your way of life and then whenever you take annual leave you see a drop in pay. This could cause breaches in WTD as people will be reluctant to take leave.
In terms of no overtime for anyone - would you want the paramedic that's in the middle of saving your life to reach the end of their shift...
I don't see them problem. Bit more tedious to calculate but that's it.
Whilst I see the complexities, in my industry of hospitality, we've been working on holiday accruing at 12.07% of pay (annual) for some time now. This is fully facilitated by Moneysoft Payroll, which works brilliantly for us.
The client keeps record of actual time off, to marry to the pay given.