P45 fun

[dartissimus]

We employ a student part time, 2 days a week, he started the 2nd week of October last year.

His college timetable has changed for this academic year

There is no issue with him or his work, he just is no longer available to work for us on the two days of the week that we need him.

He was last available and worked the first week of September

Can I just give him a P45 ?

[V8mate]

Does he know that he has left?

[dartissimus]

Yes, because we told him we had no work for him.

We would employ him in the future, if we needed him on days when he was available.

It's actually the employment laws re unfair dismissal / redundancy that I'm concerned about, not wanting to leave myself open.

Your comment clarifies it, I think I'll issue the P45 dated to when he last worked.

And stop twisting my knickers !

Thank you

[loafer123]

Why wasn't he on a zero hours contract?

[Mandat]

From what you describe, it is his circumstances have changed rather than the work, which is staying the same.

If he cannot work the required days due to a clash with the college timetable, then surely he is the one that is resigning, rather than being fired?

[Flooble]

Are you a member of the FSB? They have an advice line which would help you with this sort of thing.

[CubanPete]

Mandat said:

From what you describe, it is his circumstances have changed rather than the work, which is staying the same.

If he cannot work the required days due to a clash with the college timetable, then surely he is the one that is resigning, rather than being fired?

That's what it sounds like to me too - he hasn't turned up for work for 6 weeks!

[PBDirector]

Flooble said:

Are you a member of the FSB? They have an advice line which would help you with this sort of thing.

The Russian special forces help out with student tax queries??

[Flooble]

PBDirector said:

Flooble said:

Are you a member of the FSB? They have an advice line which would help you with this sort of thing.

The Russian special forces help out with student tax queries??

No, they eliminate the problem at source

[loafer123]

Judging by recent news, they are all busy in a meeting room having a performance review...

[Countdown]

dartissimus said:

We employ a student part time, 2 days a week, he started the 2nd week of October last year.

His college timetable has changed for this academic year

There is no issue with him or his work, he just is no longer available to work for us on the two days of the week that we need him.

He was last available and worked the first week of September

Can I just give him a P45 ?

You don't actually need to do anything. In fact, if you might need him to do ad-hoc work during the holidays I'd leave him on the payroll. You'd just have to issue him with a P60 in April

[Beetnik]

Countdown said:

You don't actually need to do anything. In fact, if you might need him to do ad-hoc work during the holidays I'd leave him on the payroll. You'd just have to issue him with a P60 in April

This

[2 sMoKiN bArReLs]

Beetnik said:

Countdown said:

You don't actually need to do anything. In fact, if you might need him to do ad-hoc work during the holidays I'd leave him on the payroll. You'd just have to issue him with a P60 in April

This

Really? Wouldn't it be better to finish him formally so he's not clocking up length of service & holiday pay? If need him again take him back on.

[2 sMoKiN bArReLs]

General rule of life, don't let things fester or slide, they'll only come back to haunt you later.

[Countdown]

2 sMoKiN bArReLs said:

Beetnik said:

Countdown said:

You don't actually need to do anything. In fact, if you might need him to do ad-hoc work during the holidays I'd leave him on the payroll. You'd just have to issue him with a P60 in April

This

Really? Wouldn't it be better to finish him formally so he's not clocking up length of service & holiday pay? If need him again take him back on.

My assumption was that he was on a zero hours contract - otherwise by now he’d be getting SSP via payroll. If that’s the case there shouldn’t be any length of service or holiday pay issues.

[2 sMoKiN bArReLs]

Countdown said:

2 sMoKiN bArReLs said:

Beetnik said:

Countdown said:

You don't actually need to do anything. In fact, if you might need him to do ad-hoc work during the holidays I'd leave him on the payroll. You'd just have to issue him with a P60 in April

This

Really? Wouldn't it be better to finish him formally so he's not clocking up length of service & holiday pay? If need him again take him back on.

My assumption was that he was on a zero hours contract - otherwise by now he’d be getting SSP via payroll. If that’s the case there shouldn’t be any length of service or holiday pay issues.

SSP? I missed that he might be sick, or that he was on zero hours? Anyhoo, if not needed it must still be better to formally break the contract so as to avoid the confusion we seem to be having?

[2 sMoKiN bArReLs]

I'd spin it round the other way. As there is no downside to formally breaking the contract & tidying things up, why not do it?