Hourly pay for holidays

oh_really

Viewed in a wider context, this may be an ideal oppertunity for the staff to become organised and join a trade union.

AntHolm

oh_really said:

Viewed in a wider context, this may be an ideal oppertunity for the staff to become organised and join a trade union.

Yes I've also suggested that. I'm going to make some enquiries about how to go about that as well and which one would be best suited for there line of work.

Jillanddy

AntHolm said:

Yes I understand this could cause a number of issues for further employment with the same company. Think we may look at a power in numbers approach, I'm guessing most other workers (some who have been there longer than my wife) aren't aware of this issue and don't look at holiday pay as closely as my other half. Let's face it, it's not a massive difference but that doesn't make it right. 
We will work out the difference and write a letter/email see how we get on. As things stand I think they are so desperate for staff that she shouldn't lose any work but we shall see.

Oh I do agree - my pessimism is driven by experience rather than indifference. I have a horrible feeling that many of them either know and won't fight, or don't know but won't fight. If workers were willing to fight we wouldn't have zero hours contracts in the first place, but unfortunately no matter how many fight there are always more behind them to take their place. You might want to have a look at Unite if there is an appetite to organise - they cover health and care settings amongst many other things, and have been very up front abut fighting zero hours and "fire and rehire". But don't let the employer find out or you won't last the day. Workers have very few rights. Although you might want to get someone looking over other aspects of the contract because if you are lucky they have been careless on this and may have been careless on other things. If you can establish employment rights then being sacked for being a union member is a real fighting chance of taking them down. But it requires sneakiness to set the scene...

Savvy_Sue

AntHolm said:

oh_really said:

Viewed in a wider context, this may be an ideal oppertunity for the staff to become organised and join a trade union.

Yes I've also suggested that. I'm going to make some enquiries about how to go about that as well and which one would be best suited for there line of work.

https://www.tuc.org.uk/join-a-union

Probably Unite or Unison but go through the questions, and don't hang about: unions generally require you to have been a member for a short while before they will help directly - there will be information and case studies on their website though. 

Jillanddy

Unite have a special section -the organising and leverage department - which specialises in organising workers with hostile employers. Their role is to support non-unionised workplaces and help them establish a union presence. They might waive the usual membership periods requirement in order to help support. 

getmore4less

The rules on holiday changed April last year(2020)

A weeks holiday is the average paid in the previous 52 paid weeks.

Jillanddy

getmore4less said:

The rules on holiday changed April last year(2020)

A weeks holiday is the average paid in the previous 52 paid weeks.

But that is just to enable staff to level out their wages - the employer here has apparently said that they only pay the NMW for holiday period, but more than that when working. That isn't levelling out a wage, it's dropping the wage paid. 

oh_really

Did anything come of this op?