Employee Hours and Regulations

getmore4less

shell7t8 wrote: »

Is he still entitled to 28 days hol leave even though his "day" consists of 6 hours whereas a normal working day may be 7.5 or 8?

This is the sort of thing that gives employers a bad name.

Retail are renowned for cheating their employees like this.

Short time contractual hours but having employers work more hours so you can cheat them of holiday pay.


Hw much are you paying these people just build a budget that pays a decent rate and gives decent holidays and other terms of employment.

Funky_Bold_Ribena

What gives employers a bad name is also letting workers work 7 days a week without questioning their work life balance. It doesn't take long to wear yourself out and start being ill by not having any days off. That's why we have days off - to recharge.

LittleVoice

shell7t8 wrote: »

Thanks all,

Is he still entitled to 28 days hol leave even though his "day" consists of 6 hours whereas a normal working day may be 7.5 or 8?

Just as you say, his day consists of 6 hours. Therefore his day's holiday is also 6 hours long.

In law, the entitlement is to 5.6 weeks. It is only in the actual application of this that it converts to days (and parts of days).

When it comes to part days, you cannot round down to the nearest day (or nearest half day) but you can round up if you want to make things easy.

Unless you specify a "company" holiday year, the employee's holiday year will begin with the day they started working for you. Unless you are going to have a lot of employees, it may be as well as keep these individual holiday years - it may make life easier towards the end of a holiday year for people to take outstanding leave without disrupting the business.

getmore4less

LittleVoice wrote: »

Just as you say, his day consists of 6 hours. Therefore his day's holiday is also 6 hours long.

In law, the entitlement is to 5.6 weeks. It is only in the actual application of this that it converts to days (and parts of days).

When it comes to part days, you cannot round down to the nearest day (or nearest half day) but you can round up if you want to make things easy.

Unless you specify a "company" holiday year, the employee's holiday year will begin with the day they started working for you. Unless you are going to have a lot of employees, it may be as well as keep these individual holiday years - it may make life easier towards the end of a holiday year for people to take outstanding leave without disrupting the business.

You have to be carefull with holiday years and bank holidays they will cause confusion if not specified properly, especialy problematic when holiday years are any time in march april/may as some of the BH can move enough to get more BH in one holiday year than the next.

The best option is to not mention them in the allowance, don't use a base + BH, just holidays are XX
(also specify what full time is even if you don't have any full time workers, it sets the base holiday for any part time prorata.


Allthough allowed by lay it is also a good idea to remind employees in the T&C that the company can allocate holidays to meet busiines needs and will notify the employee in advance when they will be.

It is also a good idea to include a proper overtime and TOIL policy.