Part Time holiday pay ?
Discussion
Just a quickie.
Gf works in a beauty salon part time ( 3 days a week )
we were just away for a week which she did get paid for, however shes returned back today to find the manageress 'commenting' that she didnt legally need to give her any holiday wages. GF being the soppy type she is is now upset...
just wondering what the truth is?
had a quick look at direct.gov....just looking for some personal insight/ experience.
any comments welcome folks.
Gf works in a beauty salon part time ( 3 days a week )
we were just away for a week which she did get paid for, however shes returned back today to find the manageress 'commenting' that she didnt legally need to give her any holiday wages. GF being the soppy type she is is now upset...
just wondering what the truth is?
had a quick look at direct.gov....just looking for some personal insight/ experience.
any comments welcome folks.
Her employer is wrong. She is entitled to 16.8 paid days holiday per annum.
It is explained fairly clearly here:-
http://www.direct.gov.uk/en/Employment/Employees/T...
Don
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don4l said:
Her employer is wrong. She is entitled to 16.8 paid days holiday per annum.
It is explained fairly clearly here:-
http://www.direct.gov.uk/en/Employment/Employees/T...
Don
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Does she work Mondays or Fridays though? If she does then the bank holidays can be deducted from the holiday allowance.It is explained fairly clearly here:-
http://www.direct.gov.uk/en/Employment/Employees/T...
Don
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Work out the holiday entitlement by how many months she worked full time (5 x 5.6)/12 and times that by the number of months worked full time, then (3 x 5.6)/12 times number of part time months worked. Then deduct whatever bank holidays have been taken.
The law's all very well and good, but my daughter's employer, a local (freehold) pub, has made it quite clear that they do not believe any holiday/time off has to be paid. Any (unpaid) days off other than the rostered ones are severely grudged.
They've been shown the relevant legislation, but point blank claim it does not apply to them.
It's been made quite clear that any attempt to pursue/pressurise them for holiday pay will result in loss of job for a reason yet to be specified, but they "know how to do it right". Daughter still wants to keep job because it's a 2 minute walk to work.
She's worked there 3 years, 20 hours a week, Wednesday and Saturday days off.
Like it or lump it culture as so often advocated on this board.
They've been shown the relevant legislation, but point blank claim it does not apply to them.
It's been made quite clear that any attempt to pursue/pressurise them for holiday pay will result in loss of job for a reason yet to be specified, but they "know how to do it right". Daughter still wants to keep job because it's a 2 minute walk to work.
She's worked there 3 years, 20 hours a week, Wednesday and Saturday days off.
Like it or lump it culture as so often advocated on this board.
bodysnatcher said:
The law's all very well and good, but my daughter's employer, a local (freehold) pub, has made it quite clear that they do not believe any holiday/time off has to be paid. Any (unpaid) days off other than the rostered ones are severely grudged.
They've been shown the relevant legislation, but point blank claim it does not apply to them.
It's been made quite clear that any attempt to pursue/pressurise them for holiday pay will result in loss of job for a reason yet to be specified, but they "know how to do it right". Daughter still wants to keep job because it's a 2 minute walk to work.
She's worked there 3 years, 20 hours a week, Wednesday and Saturday days off.
Like it or lump it culture as so often advocated on this board.
Hmm, I work for a large pub company part time and get holiday pay as a percentage of my contracted/worked hours (I forget how it works). I'd tell them to go fThey've been shown the relevant legislation, but point blank claim it does not apply to them.
It's been made quite clear that any attempt to pursue/pressurise them for holiday pay will result in loss of job for a reason yet to be specified, but they "know how to do it right". Daughter still wants to keep job because it's a 2 minute walk to work.
She's worked there 3 years, 20 hours a week, Wednesday and Saturday days off.
Like it or lump it culture as so often advocated on this board.
k themselves if I was your daughter.bodysnatcher said:
Pub stuff:
Like it or lump it culture as so often advocated on this board.
Not with things like this, I don't think. Sick pay etc I think PH has no tolerance for but your desciption goes way beyond.Like it or lump it culture as so often advocated on this board.
In fact I would argue that her emplyer is such a
that she should gather evidence and purposefully stitch them up.At the very least keep a record of all the holiday pay she should have recieved and when she finally leaves- retrospectively claim it via a tribunal
Nic jones said:
Hmm, I work for a large pub company part time and get holiday pay as a percentage of my contracted/worked hours (I forget how it works). I'd tell them to go fk themselves if I was your daughter.
Indeed, that has been my advice (combined with taking them to task for unpaid holidays), but to her the advantages of walking over the road to get to work apparently outweigh the loss of holiday payk themselves if I was your daughter.bodysnatcher said:
The law's all very well and good, but my daughter's employer, a local (freehold) pub, has made it quite clear that they do not believe any holiday/time off has to be paid. Any (unpaid) days off other than the rostered ones are severely grudged.
They've been shown the relevant legislation, but point blank claim it does not apply to them.
It's been made quite clear that any attempt to pursue/pressurise them for holiday pay will result in loss of job for a reason yet to be specified, but they "know how to do it right". Daughter still wants to keep job because it's a 2 minute walk to work.
She's worked there 3 years, 20 hours a week, Wednesday and Saturday days off.
Like it or lump it culture as so often advocated on this board.
They really are taking advantage of her. Perhaps when she does leave, she might be able to force a nice little bonus out of them.They've been shown the relevant legislation, but point blank claim it does not apply to them.
It's been made quite clear that any attempt to pursue/pressurise them for holiday pay will result in loss of job for a reason yet to be specified, but they "know how to do it right". Daughter still wants to keep job because it's a 2 minute walk to work.
She's worked there 3 years, 20 hours a week, Wednesday and Saturday days off.
Like it or lump it culture as so often advocated on this board.
BTW, your last comment("like it or...") does a disservice to many of the posters in this forum.
Don
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