Good morning,

I wanted to reach out to the HR community in education to understand how you are managing the contracts/holiday pay for casual workers, especially Exam Invigilators.

Many employers calculate the holiday entitlement using the 12.07% method, which generates holiday entitlement in hours. Following the  Harpur v Brazel case, the statutory formula, based on the length of the assignment and the rate of a week's pay is to be applied.

Do any of you engage your casual workers, such as invigilators who only work part year, on a casual contract for the period of the exams, i.e. a series of contracts per academic year?  Then pay the holiday pay termly based on the average remuneration over the previous 52 weeks (or the number of complete weeks for which the worker has been employed, if less than 52 weeks)?

I would be most grateful if you could share how you are managing this.

Thank you,

Jodie