Working Time Regulations (sometimes abbreviated to WTR) and holiday allowances can prove confusing. Predictably, this confusion results in several mistakes that happen time and time again.
Unfortunately, these mistakes can cost the businesses that make them. Unhappy employees, high staff turnover and, in some cases, legal action are all risks for businesses that get working time regulations wrong.
In this post we uncover the key facts you need to know and details of what you need to avoid.
Add the hours or days your employee works to the calculator and you’ll have an accurate holiday entitlement in just a few clicks.
Failing to pay outstanding holiday pay for a leaver
No matter why an employee is leaving your business, they are entitled to holiday pay accrued to their last day. This is the case even if you dismiss them.
Make sure you pay them accurately by using a holiday calculator adjusted to take account of their leaving date.
Neglecting to accrue holiday for overtime hours
It’s easy to forget that employees also accrue holiday pay for any overtime they work. Stay on track of extra hours that your employees work by using cloud-based HR software to record additional hours or holiday accruals in a central location.
Being overwhelmed with claims for unpaid holiday at the end of the year
The regulations state that all employees should receive 5.6-weeks holiday a year. We all know those employees who never manage their time and fail to take holidays. How can small businesses protect themselves from having to pay that out?
Ensure you have a policy and procedure for managing holidays which should include
Regular written reminders if holidays are not being used.
The ability to track when holidays are approved or denied.
The ability to serve notice to an employee to make them take holiday.
Take the work out of holiday management and time off with Breathe’s holiday management tool. Sign up for a free trial and see how much simpler employee holiday admin can be.