Salary works out over 48 weeks???

nicechap

25 days holiday plus 8 BH + 52 Sat & Suns = 137 non- working days, leaving 228 working days.


Maybe they are saying 1/240 are the working days but haven't counted them correctly, or just took 20 days AL into the calculation (= 20 + 104)??

theoretica

I suspect the 240 is working days (260) minus holiday, but they did the calculation a long time back when holiday was less generous and have never updated it. But it is to your advantage they don't.

Comms69

comeandgo wrote: »

The OP is on a salary so there is no need to put hourly rate on payslip.

No need but mine has the hr rate

mr_munchem

I run a payroll and for deductions of this type I would normally work out the amount paid for that day (salary/52/hours worked per week)*number of hours worked in a day (do you work 37 hours per week (7.4 hours per day) or 37.5 hours per week (7.5 hours per day)?).

You would not discount your holiday generally when working this out as you are paid the same rate while you are present and while you are on holiday, so there is no logical reason to ignore it when it comes to the effective daily rate calculation.

The other thing is why were you having a day deducted? Was it sickness and thus you might have been getting SSP which could influence this?

comeandgo

Comms69 wrote: »

No need but mine has the hr rate

I commented as you said “should” suggesting it was mandatory when it is not.

Mrsmoney515

Hi, thanks again for the responses. The deduction was a day off looking after children that were ill. I'm fine that that deduction has been made, I just don't understand why I'm deducted more per day than I'm paid per day. This is a large company, everyone is deducted like this so its not just an error on my pay. I would just like to understand it.

jobbingmusician

I can sort of understand why you might be deducted more per day than you are paid per day. (I'm not saying I understand why it's based on 48 weeks, but I am heading that way. And in fact, if the employer worked out the deduction the way I would work it out, you'd end up with a deduction based on even fewer weeks.)

As previously mentioned, in a different way, every hour you work attracts holiday pay (and various other costs) from your employer. Sounds as if your employer has worked out what you *actually* cost per hour as opposed to just your salary.

It's actually made a lightbulb go off in my brain, and I've moved from thinking this is mean on the employer's part to thinking it's sensible. Is there anything else, apart from holiday, which you accrue for days worked? You might get a childcare allowance, a bonus, training days, a company car.... etc.

This is really interesting. In the days when it was legal to pay people rolled up holiday pay, the holiday bit of this would have been transparent. But now, I really am not sure whether it's legal to deduct more than just the salary for unpaid leave. (Hmm. In my last job we had someone who took 3 months unpaid - agreed as a special one off. I'm not sure our HR department even thought to adjust his holiday entitlement!!!)

Mrsmoney515

A aah, so in previous employments Ive been paid hourly and accrued holidays based on the hours I've worked. Are you suggesting my entitlement to 25days holiday will stand no matter how many dependents day I took, and therefore the deduction would cover the day Ive had off and the accrued holiday time? Does that make sense? Really hard to explain what I mean lol. But I guess easy to check how my holidays stand with my employer on Monday!

Mrsmoney515

I've just done the maths and the holiday accrument / entitlement makes sense I think. Each day worked earns £5.70-ish of holiday pay. So if I'm not in work I'm not earning that, but still eligible to take the holidays, hence the deduction. Right?

theoretica

I suspect that is how they are working it as deducting less than an hour from your holiday would be more of a pain, so they charge you for it instead. My work policies say some kinds of leave we still accrue holiday and others we don't, I can't remember the details.