Holiday pay in wages?

Pricivius

LittleVoice wrote: »

I'm not an "accountant" but have run payroll. It certainly made my life easier to pay someone precisely the same amount each month than to have to get a manager's sign-off on how many hours a variable hours employee worked and then enter that into the system. It cuts down the queries from staff too.

But if someone is working variable hours, then would it not be easier to give them a hourly rate of £10 an hour, plus £1.21 per hour holiday pay, than to work out the average of the past twelve weeks prior to each holiday which is how I understand pay has to be worked out for employees on variable hours?

getmore4less

Pricivius wrote: »

But if someone is working variable hours, then would it not be easier to give them a hourly rate of £10 an hour, plus £1.21 per hour holiday pay, than to work out the average of the past twelve weeks prior to each holiday which is how I understand pay has to be worked out for employees on variable hours?

The average is still £10ph.

LittleVoice

Pricivius wrote: »

But if someone is working variable hours, then would it not be easier to give them a hourly rate of £10 an hour, plus £1.21 per hour holiday pay, than to work out the average of the past twelve weeks prior to each holiday which is how I understand pay has to be worked out for employees on variable hours?

Think we may have been writing at cross purposes.

I was writing about the situation of the OP who is working the same hours each week and yet the employer was wanting to roll-up holiday pay and the, it appears, not pay when holiday is taken. That is more complicated.

In the case of someone working variable hours but at the same rate of pay, the average will be the same as the standard rate. Still no justification to roll-up.

Pricivius

Whilst the monetary amount will be the same, the hours won't necessarily... If the employee takes a week off, how many hours is he paid for? This is what needs working out every time based on his hours over he previous 12 weeks and this will be different every time if working variable hours. Hence it is administratively easier to pay it alongside hourly pay as he goes along.

In the OP's case, this is obviously irrelevant. But, I presume he has colleagues on variable hours and the company only wants to run one type of payroll?

[Deleted User]

getmore4less wrote: »

If you are full time then ask what the holidays are.

There is no need for rolled up holidays in any form.

If mobile check paid travel time and expences.

Whats the pay rate?

Thanks for this, was told it is 0.25p that can be claimed per mile going from 2nd house call?

£6.08 is my starting basic hourly rate plus 0.73p as the hol pay
Paid more though if working weekend or bank holidays
and also I understood will allow me to do overtime so the recruitment lady said I'd easily exceed my current salary

I've not even started yet but now I'm worrying this is a paid weekly job - do you think it's appropriate I make contact with the company now to suss everything out because I've got responsibilities to pay bills and the offer letter is quite bare - my induction is mid month May and I'm now getting concerned

I also have income protection insurance through bank whilst I've been in current position - I imagine now I'll have to inform them of new job to

Thanks for the help

getmore4less

Get it all clarified in writing, care industry is well know for not keeping to the law and people won't copmplain because they "need" the jobs.

Even now they have rounded down the holiday pay so are doing you before you start.
£6.08 * 5.6/46.4 = £0.73379

you also need paying for trips between jobs otherwise you are below minimum wage.