Zero hours contract or bank staff contract

As an aside to this. Is it true that you can no longer offer holiday pay rounded up in the hourly rate anymore?

Hi Ann-Marie

Yup, afraid so.

Hi Ann-Marie

Yup, afraid so.

So we can't pay the 12.07% on top of their hourly rate anymore in lieu of holidays? Sorry, I just want to make absolutely sure.

Hi Ann-Marie

Not really, but if you separate out the amount the percentage uplift comes to and show it as a separate item of pay clearly labelled holiday pay then as far as I know that might well be okay - daft I know, but there you go.....

That's my understanding too.

And mine
The Taylor Report wanted to make RUHP more acceptable but the Government backed off because it is strictly speaking not lawful. In some cases it is really not the right way to go about it but as outlined above if you are very clear about it then they will have had it so no compensation due.

Paging Angela Jellyman .

However, when I worked on the ZHCs for the charity where Angela took over from me, I retained the 12.07% on top of the hourly rate by default, but provided the contractual entitlement to paid holiday accrual on request.

The ability to accrue holiday was an important right for zero-hours workers who were being employed for extended periods on low pay and then laid off without notice. But in the right environment, where zero-hours workers have space between assignments and a good relationship with management that means that work can be declined without undue penalty, the 12.07% is an easier solution for most people.

While I was working with people on ZHCs, for several employers, we were very transparent that they had a right to paid holiday but that we were choosing to begin from the 12.07% monthly as a default because most people found it more convenient. In three and a half years, no one every asked to have paid holiday instead.

Ah yes, the 12.07%.

So, as Robey says, its part of our contract and it has worked very successfully for us, and I can confirm not one person has asked to switch to paid holiday instead, which is an example of how it can work when it is what both parties want.

As a note of caution though, we are currently TUPE'ing out the department that uses the majority of these contracts and the new provider have removed the 12.07% payment as part of their measures going forward and will be requiring staff to take the paid leave. The new organisation were not happy at all with the 12.07% approach....but the staff are not overly happy its being taken away!

Happy to share templates if you need one, although I'm not on here much these days with the impending TUPE taking all my time!

That would be great please.