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ISSUE 3
If you are lucky enough to have a team around you, in theory, taking a holiday should be easy enough, surely, we just cover each other’s work? But what about sickness, and other absences, they continue even though holiday requests have been approved. Therefore, do we ask our colleagues to only book holidays outside of busy processing time, maybe just the first couple of weeks of each month, or only allow a maximum of one week’s holiday at a time? Maybe you set these limits yourself. If you are the only person who knows how to process the payroll, do you find you are working around the processing dates? How do we manage this with our families? Children and school holidays, partners and their commitment to their employer/business. These are interesting questions when we consider why we are all entitled to statutory holiday. Health and Safety. Time off to relax, re-coup, re-charge our batteries. We should return to work to a normal level of workload, not a backlog that no one has touched in two weeks. But how many of us can say that happens? 2024 has been an interesting year for statutory holiday. Following the consultations in 2023, we now have 2 new options available to us when managing holiday leave and pay for irregular-hours workers and part-year workers.
Accrual Using 12.07% of the hours worked each pay period, bank the accrued hours so the worker can book and take leave during the holiday year Payment is still based on the last 52 /104 weeks of payments made Managing holiday booking and encouraging workers to take leave – use it or lose it! Rolled up holiday Pay as you go, paying an additional 12.07% of earnings Worker earns more money, but will not be paid when they take leave Don’t forget! When an irregular hours worker/part-year worker can’t take their statutory holiday due to sickness or parental leave they can carry this forward.
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