Work payment changes

ConfusionisI

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

MattMattMattUK

ConfusionisI said:

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. 

It is entirely legal as long as you agree to it, or they consult and then subsequently push it through. The end result might potentially involve those who refuse making themselves unemployed.

ConfusionisI said:

With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. 

You will still be paid for twelve months, you will just be paid over twelve payments.

ConfusionisI said:

Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

I would say let those people worry about them, you do you. Those people might be paid an advance or interim payment, but let them deal with that.

ConfusionisI said:

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Would it be hourly, but with fixed and regular hours? A lot of legacy contracts need tidying up to comply with modern regulations, depending on how long you have been there you might even still be on an "hours as required" contract, which was pre WTD. Whether it matters in the slightest only matters based on the specific detail that is being changed, it might be totally irrelevant, or it might be important.

ConfusionisI said:

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

You need to establish what the actual changes are and what your potential issues with them are, if you actually have any issues once you have looked at the detail. 

ConfusionisI

@MattMattMattUK - So as it stands right now, my core terms and conditions don't change. My hours won't be changed and are fixed + overtime if agreed to prior. I haven't been here long at all. I barely joined end June. So they mentioned with the new change, I only get paid for hours that I've worked that month + overtime. All in all, I'm okay with the change, would it be advisable for them to write to me about becoming an hourly rate staff or as they said, "it's not a big change as we're only doing an administration change with staff being at an hourly rate and the date of when the payment falls on." Sorry if I sound confused and such, not much clarification was given regarding this and I only had 1 meeting where all concerns from everyone were addressed. 

EnPointe

ConfusionisI said:

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

to answer your  assumptions and, in my opinion - based on having been a TU rep in  organisatiosn which ahve has similar change processes - erroneous statements 

1. your total renumeration  within the tax / financial year does not change  because of a change of pay date   or  the  frequency or nature of the pay period , this might change if the change was around the  change of tax year or  financial year for the organisation where  variable  pay  elements  might fall into  the  'next '   year ... 

2. you are not missing any  hours / days / weeks  /months of payment or indeed 'only going to be paid  for 11 months' 

3. are no point are you 'working without pay'  - if budgeting is an issue  then  it  would be good practice for the employer to  offer  an advance of pay to provide a buffer and again local  collective negotiation  if it;s paid back in a oner  in the first  new  pay packet  or  spread over  the next  few months 

4. stating a hourly  equivalent  rate based around the normal working week  is very common even for  true Salaried roles, how additional hours  planned / unplanned / at management requestr  or 'required'  to  meet you  deliverables  is a  matter for  contractural or local  collective bargaining  

tealady

ConfusiobisI. Be very careful about making a fuss. Company can sack you  (that is if you have been there lest than 2 years)
I would suggest you approach you bank, explain the situation and ask could they let you have a temporary short term overdraft.
Then use the next few months pay to squirrel away as much as you can. If it means sacrificing buying presents or nights out you can make up later.
As Enpointe has mentioned you could also ask for an advance.
Good luck

chrisbur

EnPointe said:

ConfusionisI said:

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

to answer your  assumptions and, in my opinion - based on having been a TU rep in  organisatiosn which ahve has similar change processes - erroneous statements 

1. your total renumeration  within the tax / financial year does not change  becasue of a change of pay date   or  the  frequency or nature of the pay period , this might change if the change was around the  change of tax year or  financial year for the organisation where  variable  pay  elements  might fall into  the  'next '   year ... 

I am assuming that the old system 27/9 payday was for the pay due for 1st to 30th of September.

A payday of 27 September falls within tax month 6 and the next payday being 11 November that falls within tax month 8.
That means that there will be no payment for tax month 7 so the OP will only have 11 months salary for the tax year as they suggested in their post.
Their payday for 11 November will be a little higher than usual if on a cumulative tax code as they will get the tax allowances for month 7 added to those for month 8 but this will not affect their end of year taxable pay to date figure which will be reduced by one month.

superbigal

This system will likely mean any overtime is actually paid quicker.  Ie I very much doubt with your current system extra hours very late in the month being captured before month end.   Could well be this system allows them to ensure all hours worked in a month are captured.

EnPointe

chrisbur said:

EnPointe said:

ConfusionisI said:

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

to answer your  assumptions and, in my opinion - based on having been a TU rep in  organisatiosn which ahve has similar change processes - erroneous statements 

1. your total renumeration  within the tax / financial year does not change  becasue of a change of pay date   or  the  frequency or nature of the pay period , this might change if the change was around the  change of tax year or  financial year for the organisation where  variable  pay  elements  might fall into  the  'next '   year ... 

I am assuming that the old system 27/9 payday was for the pay due for 1st to 30th of September.

A payday of 27 September falls within tax month 6 and the next payday being 11 November that falls within tax month 8.
That means that there will be no payment for tax month 7 so the OP will only have 11 months salary for the tax year as they suggested in their post.
Their payday for 11 November will be a little higher than usual if on a cumulative tax code as they will get the tax allowances for month 7 added to those for month 8 but this will not affect their end of year taxable pay to date figure which will be reduced by one month.

Your statement is  fundamentally incorrect  there is no loss of pay when the pay date or frequency changes ... 
there are a   very  few  edge cases where  these changes can  impact take home pay  often of the 'very part time'  who normally  skate along just below  paying employee  NI  and  sometimes  the  'large'  first  pay packet after the chane  can hit them for some NI  ( ditto  when a pay  rise is bakc paid ) 


I have been a TU rep in a business that has had  these  sorts of changes and lots of people   came up with  statements like  yourts but when you si down and put it all on paper / on  the screen    there is no  loss  overall, especially when the change is made  mid year  so   variable pay  and any  advances have worked themselves through the system by  the end of the Tax and or Financial years 

chrisbur

EnPointe said:

chrisbur said:

EnPointe said:

ConfusionisI said:

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

to answer your  assumptions and, in my opinion - based on having been a TU rep in  organisatiosn which ahve has similar change processes - erroneous statements 

1. your total renumeration  within the tax / financial year does not change  becasue of a change of pay date   or  the  frequency or nature of the pay period , this might change if the change was around the  change of tax year or  financial year for the organisation where  variable  pay  elements  might fall into  the  'next '   year ... 

I am assuming that the old system 27/9 payday was for the pay due for 1st to 30th of September.

A payday of 27 September falls within tax month 6 and the next payday being 11 November that falls within tax month 8.
That means that there will be no payment for tax month 7 so the OP will only have 11 months salary for the tax year as they suggested in their post.
Their payday for 11 November will be a little higher than usual if on a cumulative tax code as they will get the tax allowances for month 7 added to those for month 8 but this will not affect their end of year taxable pay to date figure which will be reduced by one month.

Your statement is  fundamentally incorrect  there is no loss of pay when the pay date or frequency changes ... 
there are a   very  few  edge cases where  these changes can  impact take home pay  often of the 'very part time'  who normally  skate along just below  paying employee  NI  and  sometimes  the  'large'  first  pay packet after the chane  can hit them for some NI  ( ditto  when a pay  rise is bakc paid ) 


I have been a TU rep in a business that has had  these  sorts of changes and lots of people   came up with  statements like  yourts but when you si down and put it all on paper / on  the screen    there is no  loss  overall, especially when the change is made  mid year  so   variable pay  and any  advances have worked themselves through the system by  the end of the Tax and or Financial years 

You said that "your total renumeration  within the tax / financial year does not change  becasue of a change of pay date   or  the  frequency or nature of the pay period "
My point is that due to the change in payday there will only be 11 payments made during the tax year, therefor the " total renumeration  within the tax / financial year" will be lower than if the payments had been made under the old date of payment system.  Tax month 7 will have no payday.  This missing payday does not return at any time during that tax year.  There is probably no loss of earnings other than any that may be caused by the later payday but it does affect the figure for the end of tax year which will appear on the P60s.

EnPointe

chrisbur said:

EnPointe said:

chrisbur said:

EnPointe said:

ConfusionisI said:

Hi,

Apologies if this is long written.

The company I work for had a call with all colleagues to mention about new changes happening to our pay. Right now, we get paid on the 27th of the month and now this is being moved to the 11th of the month. They said that this change is going to take place effective immediately on November 11th 2025 and for now they were seeking voluntary agreement so that they can somewhat avoid the formal consultation process as there's up towards 600 staff being affected by this.

At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November due to the new system update. So our hours worked from 1st Oct - 31st Oct are going to be paid on 11th Nov. So essentially from 31st Oct to 11th Nov there's going to be a gap in payment. However, the hours worked from 1st Nov - 30th Nov are going to be paid on 11th December. 

Essentially I am going to be working from 1st Oct to 10th Nov with no pay as they're delaying it by a month with these new system changes. I was wondering whether if this is legal to do or not. With this change as well we would essentially only be getting paid 11 months before April 2026 tax year. Personally, this doesn't affect me in terms of financial commitments but I understand the concerns of my other colleagues who live pay check to pay check. 

Just another note is that I am currently on a permanent contract, salaried. They wish to change it to hourly rate but my other terms and conditions within my contract stay the same. They said that this doesn't require them to draw up a new contract as they're making administration changes. It's also mentioned that due to our role that it is not included in the union recognition agreement.

Any advice would be very grateful! I have checked ACAS and will contact Citizen Advice Bureau. 

to answer your  assumptions and, in my opinion - based on having been a TU rep in  organisatiosn which ahve has similar change processes - erroneous statements 

1. your total renumeration  within the tax / financial year does not change  becasue of a change of pay date   or  the  frequency or nature of the pay period , this might change if the change was around the  change of tax year or  financial year for the organisation where  variable  pay  elements  might fall into  the  'next '   year ... 

I am assuming that the old system 27/9 payday was for the pay due for 1st to 30th of September.

A payday of 27 September falls within tax month 6 and the next payday being 11 November that falls within tax month 8.
That means that there will be no payment for tax month 7 so the OP will only have 11 months salary for the tax year as they suggested in their post.
Their payday for 11 November will be a little higher than usual if on a cumulative tax code as they will get the tax allowances for month 7 added to those for month 8 but this will not affect their end of year taxable pay to date figure which will be reduced by one month.

Your statement is  fundamentally incorrect  there is no loss of pay when the pay date or frequency changes ... 
there are a   very  few  edge cases where  these changes can  impact take home pay  often of the 'very part time'  who normally  skate along just below  paying employee  NI  and  sometimes  the  'large'  first  pay packet after the chane  can hit them for some NI  ( ditto  when a pay  rise is bakc paid ) 


I have been a TU rep in a business that has had  these  sorts of changes and lots of people   came up with  statements like  yourts but when you si down and put it all on paper / on  the screen    there is no  loss  overall, especially when the change is made  mid year  so   variable pay  and any  advances have worked themselves through the system by  the end of the Tax and or Financial years 

You said that "your total renumeration  within the tax / financial year does not change  becasue of a change of pay date   or  the  frequency or nature of the pay period "
My point is that due to the change in payday there will only be 11 payments made during the tax year, therefor the " total renumeration  within the tax / financial year" will be lower than if the payments had been made under the old date of payment system.  Tax month 7 will have no payday.  This missing payday does not return at any time during that tax year.  There is probably no loss of earnings other than any that may be caused by the later payday but it does affect the figure for the end of tax year which will appear on the P60s.

in what manner does it change the figure on the P60  

if  you 'work' ( quote marks there  becasue  5.6  weeks of that will be leave ) 1950 hours   at a  pay  rate   in the course of the Tax year , your  earnings for the  tax  year will be 1950 * the pay  rate when you are paid weekly, fortnightly, lunar or calendar  ...

chrisbur

The P60 includes all paydays that fall in the period from 6 April one year to 5 April the following year inclusive.
Old payday 27th new payday 11th.
Th OP has advised....
"At this moment, our last pay is going to be on September 27th and the next time we will get paid is on 11th November"

The OPs paydays will be....
27/04
27/05
27/06
27/07
27/08
27/09

11/11
11/12
11/01
11/02
11/03

Total number of paydays 11
The employees will get the full months tax allowance as I said but the taxable pay for the year will be made up of these 11 payments.

11/04 falls after the 5 April so becomes month 1 of the next tax year.

You say... 
"if  you 'work' ( quote marks there  becasue  5.6  weeks of that will be leave ) 1950 hours   at a  pay  rate   in the course of the Tax year" (sic)
PAYE is not based on when you earn anything it is based on when it is paid.

"your  earnings for the  tax  year will be 1950 * the pay  rate when you are paid weekly, fortnightly, lunar or calendar"
How does that account for when an employee has occasionally 53, 54 or 56 weeks in the tax year?   ...