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Archive for the ‘holiday’ Category

Managing Holidays

In absence, contracts, holiday, Uncategorized on September 27, 2021 at 10:38 am

Holiday management is often overlooked, and the end of the holiday year brings a raft of requests from employees trying to use their holiday up or risk losing it. This year has also been made somewhat more complex with furlough leave and the government allowing the right to carry over the first four weeks of annual leave into the next two leave years; this applies where it was not reasonably practicable for the leave to be taken.

You should ensure that an employee is able to take as much of their leave as possible in the year to which it relates. Ideally you should keep a track on how much leave all of your staff have left to take at regular intervals throughout the leave year and remind them that they should book their leave otherwise they may lose it.

You can also require employees to take leave on dates that are convenient for you. Again, this can either be set out in the written contract of employment e.g. an annual shutdown or at other times during the year. However, if dates are not stipulated in the contract you must give employees notice which is equal to twice the length of the leave in question e.g. a minimum two weeks’ notice for one week’s leave. Many employers did do this during periods of furlough leave to ensure holidays were being taken and a problem was not building up.

Now is a good time to remind employees to book any remaining holiday to help ensure you do not have to refuse requests or allow carry over to another holiday year.

Next year also brings an additional bank holiday to mark the Queen’s Platinum Jubilee on Friday 3 June. Additionally, May Day will be moved to Thursday 2 June, in effect creating a four-day weekend for the event. 

Whether employers will need to permit staff to take this day will depend upon their contract of employment and if you need any assistance with this, please contact your consultant.

Holiday Travel

In absence, covid-19, holiday, Uncategorized on September 1, 2021 at 9:12 am
Before lockdown in March 2020, travelling outside the UK was the focus of attention. Transnational movement was effectively banned as flights were stopped through China, wider Asia and then Italy and France. The rest is history.

Whilst the UK government is seeking to open up the economy and travel, holidaymakers are finding themselves facing complicated rules for traveling to each individual destination.  

Travelling abroad remains in a state of flux at this time. More areas have recently been added to the Green list, many foreign countries have their own changing arrangements for testing and quarantining making forward planning difficult. The travel list is reviewed every 3 weeks, with the next update due to be announced on Weds 25th August. The government list for entry to England can be found here https://www.gov.uk/guidance/red-amber-and-green-list-rules-for-entering-england
 
The costs for PCR testing have been under the spotlight in the last week and these will now be reduced.
 
Employers are finding complex travel arrangements leading to lots of uncertainty, cancellation, disruption and pleadings for every case to be treated on its merits.
 
This is an unprecedented situation. We suggest, where possible, discussing holiday arrangements in good time. Most holiday needs to be prebooked and authorised in advance.
 
Consider:
– The likelihood of cancellation, holiday leave still needs to be taken.
– The possible need for isolation on return, extended unpaid leave?
– Is there an assumption that returning isolation will be “worked from home” – is this OK or will this amount to
unauthorised leave, or be authorised as unpaid leave?
– Amending previous holiday rules to allow extended leave (if this works for all concerned)
– Objections from other work colleagues to overseas travel to high-risk areas  

Key Action Point:
Discuss holiday plans in advance, consider the impact of returning isolation and be prepared for requests to be flexible. Handle all cases as fairly as possible.

2020 Minimum Wage Increase & Updates to Holiday Pay

In contracts, government, holiday, pay on January 16, 2020 at 10:45 am

With the Autumn Budget held back by December’s General Election, an announcement of the new minimum wage rates was made on New Year’s Eve.

National Living Wage for 25-year olds will increase from £8.21 to £8.72 representing an increase of 6.2%. The Treasury has said that the increase equated to an increase in gross annual earnings of around £930 for a full-time worker on the current minimum rate.

The new rates are recommended by the Low Pay Commission, an independent body that advises government on the national living wage and national minimum wage.

The Government has pledged to increase the National Living Wage to £10.50 by 2024 but has added a caveat allowing for economic conditions.

The changes don’t come into effect until April 2020 but with the rise being significant, businesses which pay at or near the NMW will need to budget accordingly.

The table below gives the all detail by age bracket along with the new annual salary for employees across a range of full-time hours.

Min Wage table

Chancellor Savid Javid will announce his first budget (Spring Statement) on March 11th which will contain further updates to statutory rates.

Holiday Pay
New regulations will take effect from April 2020 to ensure workers in seasonal work or with abnormal working hours receive the paid holiday to which they are entitled.

If a worker has been employed by their employer for at least 52 weeks, the holiday reference period is expanded from 12 weeks to 52 weeks. Where the employment has been for less than 52 weeks, the holiday reference period is the number of weeks for which the worker has been employed.
If you need guidance on any of the above, please get in touch with your consultant or contact the Rob Bryan Associates office: 01462 732444 www.robbryanassociates.org.uk