Changing the frequency of which I pay my staff.

bris

WantToBeSE wrote: »

No, its workes on a zero hours contract,working about 8-12 hours most weeks.

Zero hours contracts are the pits and should be outlawed, the quicker zero hours employers are brought to book the better.


Good news however is that the workforce know this so your retention will be low. You will be a stop gap until a proper job comes along so just pay your new employees monthly as the come in.

gingerdad

bris wrote: »

Zero hours contracts are the pits and should be outlawed, the quicker zero hours employers are brought to book the better.


Good news however is that the workforce know this so your retention will be low. You will be a stop gap until a proper job comes along so just pay your new employees monthly as the come in.

Why are zero hours contracts the pits, i have two or 3 staff who operate on them as is suits them to pick and choose when they work we get lots of one off jobs - if it was a choice of having to give them so many hours per week or month, then they'd be let go as there isn't the work all the time - my guys are either retiered or students - suits both parties really well.

as for the change from weekly to monthy i worked in a company that did it we have about 2 months notice and worked fine for me, but i'd always been paid monthly in the past so hadn't really changed our spending bills etc if that makes sense.

WantToBeSE

bris wrote: »

Zero hours contracts are the pits and should be outlawed, the quicker zero hours employers are brought to book the better.


Good news however is that the workforce know this so your retention will be low. You will be a stop gap until a proper job comes along so just pay your new employees monthly as the come in.

I didnt ask for opinions on zero hours contracts in my question.
I just started typing out a long message, explaining why i use them, then i realised that i dont have to explain myself to you, or anyone else.

gingerdad wrote: »

Why are zero hours contracts the pits, i have two or 3 staff who operate on them as is suits them to pick and choose when they work we get lots of one off jobs - if it was a choice of having to give them so many hours per week or month, then they'd be let go as there isn't the work all the time - my guys are either retiered or students - suits both parties really well.

as for the change from weekly to monthy i worked in a company that did it we have about 2 months notice and worked fine for me, but i'd always been paid monthly in the past so hadn't really changed our spending bills etc if that makes sense.

Thanks for your feedback

martindow

WantToBeSE wrote: »

I didnt ask for opinions on zero hours contracts in my question.
I just started typing out a long message, explaining why i use them, then i realised that i dont have to explain myself to you, or anyone else.



Thanks for your feedback

Zero hours contracts are contentious and you mentioned you used them in this thread.

If you ask a question on a forum where people offer advice and opinions, replies will always drift off onto related matters.

It's the price you pay for free advice!

Savvy_Sue

I agree that a month's notice isn't really enough to make the adjustment, another way would be to transition from weekly to two-weekly for a few months?

WantToBeSE

Savvy_Sue wrote: »

I agree that a month's notice isn't really enough to make the adjustment, another way would be to transition from weekly to two-weekly for a few months?

Thats a good idea Sue.

For my current workers, i will do that. But for any new workers i take on i will do monthly straight away.

Thanks.

pooch

WantToBeSE wrote: »

...
Do i need to give them notice?

I'm sure they will notice for themselves came the end of the week

WantToBeSE wrote: »

Is there anything else i need to be aware of?

The possibility you may have no staff from the day they were expecting to be paid.

Oh, and some writs in the post too ...

:cool:

Aquamania

WantToBeSE wrote: »

I currently pay my staff weekly, but want to change that to monthly.

Do i need to give them notice? Is there anything else i need to be aware of?

I have looked on the ACAS website and cant find anything, and cant get through on their phone lines.

You've formed contracts with your members of staff.

What do those contracts say about your ability to vary them?

If they say anything in this regard, did you ever seek independent legal advice before providing them? Are the terms fair & reasonable?

If, as I suspect, it says nothing about varying the terms of the contract, your only hope is to negotiate a mutually acceptable change.

I remember years ago when my employer at the time wanted to change from weekly to monthly payments. Of course, there was initial strong resistance from the staff, but for whatever reason (I never have understood) the employer was adamant it had to happen and it had to happen soon.

In the end, to get their change accepted, they offered the following:

End of Week 1 - paid as normal
End of Week 2 - paid as normal
End of Week 3 - paid as normal
End of Week 4 - paid as normal PLUS weeks 1, 2 & 3 paid again.

Next pay - one month thereafter for that month's work, and every subsequent month thereafter.

We were all permanent, full time staff.
You'd need to look carefully at your casual workers to ensure they are not disadvantaged.
Our contracts included the fact that we were subject to collective bargaining agreements, so it made it a little simpler for the employer. Most people were in favour of the change as negotiated, but it was effectively forced on the few that didn't.
If you don't have a similar term in your contracts, you probably need a to negotiate a specific agreement with each individual involved.

Aquamania

dancing_star wrote: »

If you 'sub' workers, under RTI legislation you are duty bound to submit a Full Payment Submission to inform HMRC that you have paid them.

Can be a bit of a nightmare.

I think that may depend on what is meant by a 'sub'

A 'sub' could just be a short term loan paid by the employer to the employee (like you might lend your mate a tenner until payday), with the condition that the employer can deduct such payment at an agreed rate from that persons later salary.

Such short term loans can be provided for all sorts of reasons. e.g I have known them given where the employer or bank has made an error and payment has been delayed until Monday instead of the Friday it was due. Or people are often advance short term loans when they are asked to travel on company business and these are usually settled by submitting an approved expense report after the trip, but if that is not done in a timely marrer, then the loan can be recovered by the employer through the employees pay.

I don't think such short term loans are required to be reported to HMRC are they?

paddyrg

Subbing is probably easiest in cash, then the paper trail stays straight and maybe even made personally from you to an employee just as a friend loan.

The example above of double paying weeks 1, 2 and 3 is rather good too - it's a clear benefit to the employee and the fact they're on around 10 hours means you're not adding a lot to your costs (especially if you do it at a quiet time of year, not when everyone's in on overtime!!).