When you employ staff you must give them a certain amount of annual leave, and pay them during this time.
If your employees work a set amount of hours, and received a fixed salary, calculating their annual leave entitlement and holiday pay is straightforward. However, if staff have irregular hours, work overtime, or receive commissions or bonuses then calculating holiday pay can get quite tricky.
To help new business owners and employers understand the regulations on calculating holiday pay, we asked employment law expert, Peter Done to explain the key points for small businesses;
As a small business owner, it is likely that you will have had at least a couple of employees call in sick this winter and with the cold weather expected to last a while longer, sick leave may become a HR issue that you deal with well into Spring.
The Summer holidays are fast approaching and if you are an employer, you may soon be inundated with holiday forms from your workforce, as staff begin to prepare for their holidays.
Although a lot of businesses have a workforce structure that enables adequate cover during holiday season, there are some that struggle due to the lack of staff and or financial resources to provide cover, during the holidays.
Research carried out by Fasthosts has found that most of the country’s small business owners are too stressed to enjoy going on holiday – with many vacations ruined by business-related interruptions, or the knowledge that they may be losing money while sitting on the beach.
What is it with business owners? They just don’t seem able to switch off and enjoy some spare time.
Many business owners complain they can’t find the time to get a holiday… then when they do get a few days off, they spend it worrying about the business, constantly checking their emails. It’s crazy!