Clean It Up
UK Window Cleaning Forum => Window Cleaning Forum => Topic started by: richywilts on August 19, 2015, 01:09:04 am
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just thought id ask on here before going to accountant etc when staff take holidays they usually get 28 per year, my accounting year starts july to july but one started began in november and the other april, now do i run there holidays from there start date or to my accounting year if that makes sense, so should they now be on on fresh 28 days starting august
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;D don't you give them a contract? It should say on there, normally you have to acrue your holidays otherwise an employee could work a week and then demand 28 days off. Can't see it's connected to your accounting year. I wouldn't think they'd be entitled to their full quota untill the next year. Maybe its up to the employer?
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If I were to employ, and a new employee were to start mid-year so to speak, I would pro-rate their holiday entitlement for the first accouning period.
John
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There is no such thing as holiday pay or getting paid for not working, if you allow your employees 6 weeks holidays
then they get x amount per hour over 46 weeks of the year.
You then deduct a percentage of that hourly rate to allow for the time off, depending on when they take their first days off
they could owe you money or you could owe them.
That's all the accountant needs to know.
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If I were to employ, and a new employee were to start mid-year so to speak, I would pro-rate their holiday entitlement for the first accouning period.
John
That's what I would do too - and that's what I had to do when an employee many years ago (not window cleaning). Of course, if someone has already pre-arranged a holiday that means that they exceed their allowance, I would tell them to take their holiday but that some of it would be unpaid. If that would cause a problem, I would be open to discussion so long as I have enough of their wages in hand to draw on to avoid them leaving me with a shortfall.
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If I were to employ, and a new employee were to start mid-year so to speak, I would pro-rate their holiday entitlement for the first accouning period.
John
That's what I would do too - and that's what I had to do when an employee many years ago (not window cleaning). Of course, if someone has already pre-arranged a holiday that means that they exceed their allowance, I would tell them to take their holiday but that some of it would be unpaid. If that would cause a problem, I would be open to discussion so long as I have enough of their wages in hand to draw on to avoid them leaving me with a shortfall.
Unpaid time off causes a problem because it still leaves the employee with the same amount of paid holiday leave, the biggest
cost to a company isn't the employees wages its the money they don't earn when not working or paying extra to cover their absence.
That's why most companies will pay holiday pay from day one and deduct it from any money owed to the employee if they
decide to leave before its paid back.