Overtime pay whilst on Annual Leave.

getmore4less

It will amost certainly be possible to do something with the holiday days and extra work to make the accounting period have more than the contacted hours.

having holiday and working hours on the same day is probably not a good idea.

IT will depend what your normal shifts look like and what it would look like on a time sheet. if you normaly cover 7 days then there will be ways to do this but Poilicy/HR/payroll may not be keen on it

dawyldthing

can you put your holidays in for your other natural days off, so if you work Monday to Friday could you put Saturday and Sunday through for the next few weeks to get paid for your annual leave but also get paid your overtime. I know where I work you can work 1 hour or 60 plus hours a week and still get the same rate of pay

stix62

somethingcorporate wrote: »

...I'd expect it to be your normal rate + your AL pay.

Likewise .

specialboy

OP, if you only get the minimum entitlement and you go in to work on your holidays for overtime then your employer is breaking the law if they don't allow you to have that time off at a future date, they are in effect buying your holidays off you which isn't allowed

Nebulous2

Nhs gives above the statutory minimum for holidays so as long as you have had the minimum already there shouldn't be an issue. Your manager may well have the ability to do either, depending how he/she submits the information to payroll. You may not have much time to rebook so they may prefer paying you.

I'd say it is worth having a word with them to clarify though. Your view might swing it either way.

getmore4less

Nebulous2 wrote: »

Nhs gives above the statutory minimum for holidays so as long as you have had the minimum already there shouldn't be an issue. Your manager may well have the ability to do either, depending how he/she submits the information to payroll. You may not have much time to rebook so they may prefer paying you.

I'd say it is worth having a word with them to clarify though. Your view might swing it either way.

The OP wants the Money not the holiday so is willing to do this..

Getting paid for holidays not taken is not that big an issue if the employee wants it, no one checks companies don't do this, there is no regulation enforcement other than through an ET .

There is a risk for an employer where the employee may take action after the event/payment, they would have to go to an ET, now that costs it is less likely unless it being tagged onto another claim.

This is the NHS and they should have higher standards of compliance built in to the processes but from my experience this is lees than likely.

Just_a_Girl_2

A lot of my previous nursing colleagues would often take their annual leave but work bank shifts during the week so that they get paid twice. It's quite common in my hospital.

getmore4less

Just_a_Girl wrote: »

A lot of my previous nursing colleagues would often take their annual leave but work bank shifts during the week so that they get paid twice. It's quite common in my hospital.

Good workaround the bank is often a separate contract