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Hi JotShobna, if you send an email to moorepaymarketing@zellis.onmicrosoft.com and address it to Karis, I will look into this for you.

Thank you!

Thank you!

Thanks for your feedback Alistair, that's great to hear! :)

Hi Mel, this is a fairly complicated matter but I've asked one of our HR experts to break it down for you - we hope this helps. If normal holiday entitlement is 28 days inclusive of bank holidays, then that is your entitlement, pro rata, for a variable hours employee, depending on the number of hours worked. This is what the employee should be told. You cannot specify a particular number of days as you don’t know how many hours they will be working each week/month etc. For a variable hours employee you would need to: 1. Take the daily number of hours for a full-time employee eg. 8 hours, then multiply by the total number of days holiday in a year, including the bank holidays (whether you work on them or not). This will give you the number of holiday hours for a full-time employee. For example: 28 (days holiday) x 8 (hours per day) = 224 hours for full time holiday entitlement per complete holiday year. 2. You then need to work out the average number of hours that the variable hours employee has worked over the last 52 weeks - or over the number of weeks worked if less than 52. For example: Employee has worked for just 5 weeks, and has worked 12 hours in week 1, 23 hours in week 2, 40 hours in week 3, 16 hours in week 4 and 31 hours in week 5. Add up the hours: 12+23+40+16+31=122 hours worked. 3. Then divide 122 by 5 (the number of weeks worked) = 24.4 rounded up to 24.5 average hours per week. So, using the above examples: If full time is 8 hours per day = 40 hours per week 224 ÷ 40 (hours for full time week) = 5.6 hours per day 5.6 × 24.5 average hours per week So if this person requests holiday for a week in week 6, they will get one week’s pay at 24.5 hours, being the average number of hours they have worked over the last 5 weeks. However, this amount of 24.5 hours may change if working more or less average hours over a longer period of time. The calculation will be the same, just multiplied by the average number of hours worked. Remember that holiday pay must also be an average of the pay for the last 52 weeks or the number of weeks worked, if less than 52. It is confusing as the average number of hours needs to be calculated each time a variable hours employee books holiday, but we hope this helps.

@@moorepayhr Thank you so much for your detailed responce, it is very helpful! Just one more thing, the method you gave me is to check how many hours an employee would be entitled to. If the pay rate is the same it's easy as it's pay rate × hours= pay. What do you do If the pay rate changes in the weeks used to calculate holiday? Do I use the same method you stated but just calculate the weeks where the rate is different sperately then add it all up at the end? The first 12 weeks is at a minimum wage £8.72/changed to £8.91 in April. After 12 weeks qualifying period it increased to £13.14. So, should I calculate the weeks with minimum wage and £13.14 separately using the steps you provided, then add it up in the end. It's a weekly pay in arrears. Also, if there is a week an employee didn't work, I believe the guideline is that, it should not be counted towards the number of weeks worked. Is this correct? So, If an employee did not work (in week 9 for example), week 9 will not count towards the 52 weeks or the length of employment. What happens If the employee is paid for week 9 due to an underpayment (employers error) in the previous pay, should the employer count week 9 towards numbers of weeks worked? Or should the employer only count weeks where the employee was physically at work. It would help me a lot if you could clarify the above for me. Thank you again for taking the time to respond. Kindest and healthiest Regards, Mel

@@melr4003 In response to your questions... If the pay rate changes, you work out the average pay for that period: so add up the pay for all of the weeks worked and then divide by the number of weeks as you suggested. This will give you the average pay. If there is a week an employee didn't work at all, it should not be counted towards the number of weeks worked / your average. It’s only counted where the employee actually physically works, so any underpayments made wouldn’t count either. We hope this clears things up for you :) All the best, the Moorepay team

@@moorepayhr You're the best! Thank you this really helps. :)

@@moorepayhr I am so sorry to ask again. This will be my last question I promise. In Point 3 (in your fist reply) you rounded up 23.40 hours to 23.50 is this because you are required to round up or does the employer do it if they want? And when you round up do you round up to a either a half (.50) or a whole number, so if its 23.60 hours it would round up to 24 hours? You have been a huge help. I am greatful that you're sharing your knowlage. I will not ask any more questions:) Take care.

Hi Wil, in short, the employer is allowed to force holidays on employees, including during furlough leave, but has to give double the amount of notice to holiday duration by law. So (for example) they should give you two weeks notice if they're making you take one week's holiday. Best practise is to tell their employees this in writing. We hope this helps!

As these employees are working 3 days a week, here's how we'd do that calculation: Annual holiday entitlement given to full time staff / 5 (days a week) x 3 (their working days in a week) = their annual holiday entitlement. So if full time staff get 28 days holiday a year, the calculation would be: 28 / 5 x 3 = 17 days off a year. If the company closes on bank holidays, any bank holiday that falls on their working day you would deduct from the 17 days. If not, the employee must request bank holidays off like the rest of their annual leave. I hope that helps answer your question.

@@moorepayhr what about the part time who work only 20 hours in a week

Hi Andrea, if they are genuine volunteers then the rules do not apply and they can continue volunteering. Hope that helps.

I'm sorry to hear that you find your annual leave deduction frustrating. The 4 days on 4 days off shift pattern does make holiday calculation more difficult. This is how we'd do the calculation: On average there are 45 shifts per year x 48 hrs (4 days x 12 hrs) = 2160 hrs per annum divide by 52 weeks to get average hours per week = 41.53 x 5.6 weeks (based on a 5 day worker minimum holiday entitlement). This gives you 233 (rounded) annual holiday hours per year. We hope this helps to check your holiday calculation is correct.

If the company gives the standard holiday entitlement of 28 days for an employee working 5 days per week, then it's the company's responsibility to inform the employee of the days that the company will be closing e.g. bank holidays as these need to be pre-deducted from the annual leave so as to avoid an employee over booking their entitlement. If an employee is unaware of this and use all their entitlement, the employee could claim they should be paid for the day(s) the company was closed, as they were available to work but unable to do so. I hope this helps :)