We’d like to remind Forumites to please avoid political debate on the Forum.
This is to keep it a safe and useful space for MoneySaving discussions. Threads that are – or become – political in nature may be removed in line with the Forum’s rules. Thank you for your understanding.
📨 Have you signed up to the Forum's new Email Digest yet? Get a selection of trending threads sent straight to your inbox daily, weekly or monthly!
The Forum now has a brand new text editor, adding a bunch of handy features to use when creating posts. Read more in our how-to guide
Confusing pay question
Comments
-
But if I take October as holiday having 'returned' to work at the end of September then I will be on my new hours/salary so I will be on a lower monthly salary for October and it will mean I'm off work for longer since a week for me is 3 days not 5.
Not necessarily, your new hours don't have to kick in until you've used this accrued holiday up. So you can be paid FT for October, then start 1st Nov PT. that's another thing a lot of new mums do on return from mat leave.Data protection is there for you, not for companies to hide behind0 -
Not necessarily, your new hours don't have to kick in until you've used this accrued holiday up. So you can be paid FT for October, then start 1st Nov PT. that's another thing a lot of new mums do on return from mat leave.
So actually it doesn't make a difference. I either "return" to work on 26th September on my FT salary until I've used my accrued holiday then switch to PT or I do the illegal thing and get paid holiday? Surely then its just semantics?0 -
So actually it doesn't make a difference. I either "return" to work on 26th September on my FT salary until I've used my accrued holiday then switch to PT or I do the illegal thing and get paid holiday? Surely then its just semantics?
Ummm, yes, except one method is legal and the other isn't! If it makes no difference, why wouldn't you take the legal route?!
Your HR department surely would be better off doing things by the book? Plus if they pay you for your holiday (illegally) it's a dangerous precedent to set - what if someone else wants paying for their holiday too?DMP Mutual Support Thread member 244
Quit smoking 13/05/2013
Joined Slimming World 02/12/13. Loss so far = 60lb in 28 weeks :j 18lb to go
0 -
skintandscared wrote: »Ummm, yes, except one method is legal and the other isn't! If it makes no difference, why wouldn't you take the legal route?!
Your HR department surely would be better off doing things by the book? Plus if they pay you for your holiday (illegally) it's a dangerous precedent to set - what if someone else wants paying for their holiday too?
Absolutely I get what you are saying but isn't it down to HR to sort that out? I don't see what I would need to change or do.0 -
This discussion has been closed.
Confirm your email address to Create Threads and Reply
Categories
- All Categories
- 354K Banking & Borrowing
- 254.3K Reduce Debt & Boost Income
- 455.3K Spending & Discounts
- 247.1K Work, Benefits & Business
- 603.7K Mortgages, Homes & Bills
- 178.3K Life & Family
- 261.2K Travel & Transport
- 1.5M Hobbies & Leisure
- 16.1K Discuss & Feedback
- 37.7K Read-Only Boards