Are You Prepared For Death?
That time of year is fast approaching where you might be starting to think about Christmas Holidays, shut downs and how to pay your staff.
As you may be aware the Holidays Act is somewhat of a minefield to navigate at the best of times, we thought we would help refresh you with your legal obligations for the upcoming holiday season.
Annual Closedowns
As an employer if you regularly close over a holiday period or seasonal break and require employees to take annual holidays (or take unpaid time off) this is referred to as an ‘Annual Closedown, this can be across the entire workplace, or perhaps just the factory or office of an organistation.
Legally an annual closedowns require the Employer to give the employees 14 days notice of the closedown.
Employees who have been working for you for more than 12 months should generally have enough annual leave accrued to cover these closedowns.
However, if the employee hasn’t worked for a full 12 months they might not have enough annual leave accrued so will need to take holidays in advance (if the employer agrees) and/or take leave without pay.
Public Holiday Entitlements
Employees get paid for a day off on public holidays provided it is their normal day of work.
If your employee works a public holiday that is a normal working day for them, they are entitled to time and half, plus a day in lieu. If it is not their normal working day, they are still entitled to a time and a half but NO day in lieu.
If the public holiday falls on a Saturday or Sunday and the public holiday is observed on the following Monday or Tuesday, things get a little more complicated. IF the employee would normally work on either of the observed days, they are entitled to the public holiday paid day off on these days.
IF the employee would normally work on the Saturday or Sunday, as well as either of the observed days, they are only entilted to the public holiday on its ACTUAL day, not the observed day as well, the observed day becomes a normal working day.
If we are preparing your payroll, we will be in touch early December to discuss proposed pays over the period we are shut down. Now is a good time to start thining about what this might look like.
When advising us of hours works, a key thing to remember is to note down if it the employee’s normal working day or not. If it is not their normal working day, please still advise how many hours they should be paid for as some employees work different shifts on different days and we don’t always know what hours are worked when.
If you have any concerns or queries around the upcoming holiday pays, please get in touch with our payroll specialist Samantha on [email protected] or 03 348 4403.
As you may be aware the Holidays Act is somewhat of a minefield to navigate at the best of times, we thought we would help refresh you with your legal obligations for the upcoming holiday season.
Annual Closedowns
As an employer if you regularly close over a holiday period or seasonal break and require employees to take annual holidays (or take unpaid time off) this is referred to as an ‘Annual Closedown, this can be across the entire workplace, or perhaps just the factory or office of an organistation.
Legally an annual closedowns require the Employer to give the employees 14 days notice of the closedown.
Employees who have been working for you for more than 12 months should generally have enough annual leave accrued to cover these closedowns.
However, if the employee hasn’t worked for a full 12 months they might not have enough annual leave accrued so will need to take holidays in advance (if the employer agrees) and/or take leave without pay.
Public Holiday Entitlements
Employees get paid for a day off on public holidays provided it is their normal day of work.
If your employee works a public holiday that is a normal working day for them, they are entitled to time and half, plus a day in lieu. If it is not their normal working day, they are still entitled to a time and a half but NO day in lieu.
If the public holiday falls on a Saturday or Sunday and the public holiday is observed on the following Monday or Tuesday, things get a little more complicated. IF the employee would normally work on either of the observed days, they are entitled to the public holiday paid day off on these days.
IF the employee would normally work on the Saturday or Sunday, as well as either of the observed days, they are only entilted to the public holiday on its ACTUAL day, not the observed day as well, the observed day becomes a normal working day.
If we are preparing your payroll, we will be in touch early December to discuss proposed pays over the period we are shut down. Now is a good time to start thining about what this might look like.
When advising us of hours works, a key thing to remember is to note down if it the employee’s normal working day or not. If it is not their normal working day, please still advise how many hours they should be paid for as some employees work different shifts on different days and we don’t always know what hours are worked when.
If you have any concerns or queries around the upcoming holiday pays, please get in touch with our payroll specialist Samantha on [email protected] or 03 348 4403.
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