Humanised Payroll’s Post

With ANZAC Day coming up this Thursday, it's a timely reminder for businesses to ensure their teams are well-informed about holiday policies. Here's the scoop on how businesses legally need to handle public holidays: 🕒 Otherwise Working Day: If employees work on a public holiday, they're typically paid time and a half and may even get an alternative day off. Fair compensation for hardworking employees is key! 💼 Employment Agreements: Specific rules outlined in employment agreements govern whether employees can be made to work on a public holiday. It's essential for businesses to ensure their agreements are clear and compliant. 📝 Availability Clause: If employees are required to be available to work on a public holiday outside their agreed and guaranteed hours, it's crucial for businesses to have an availability clause in place. Transparency and fairness in policies are paramount! For more details on handling public holidays and other leave-related matters, businesses can refer to resources like the Employment NZ website https://lnkd.in/gbKY3Cau It's vital for businesses to keep their teams well-informed and supported in all aspects of their employment journey. #WorkLifeBalance #PublicHolidays #EmploymentNZ #ANZACDay Employment New Zealand

https://lnkd.in/eCSiX7nj Public holidays during the Christmas period There are three public holidays falling during this year’s Christmas period, namely Christmas Day, St. Stephen’s Day and New Year’s Day. Christmas Eve is not a public holiday and is a normal working day. Each year, these public holidays fall on the same date but may fall on a different day. While the public holiday remains on the same date, even if it falls on a Saturday or a Sunday, the benefit may not fall to the next working day. The benefit of the public holiday is determined by the employer and an employee will be entitled to one of the following: A paid day off on the day A paid day off within a month of the public holiday An additional day’s annual leave An additional day’s pay Section 21 Of the Organisation Working Time Act 1997 states inter alia: The Employer determines which benefit the employee receives 1 to 4 above. Full Time Employees: Full time workers are entitled to the benefit of the public holiday no matter how long they are employed in their role. Part Time Employees: Part time workers are also entitled to the full benefit of the public holiday if they have worked a total of 40 hours in the 5 weeks prior to a public holiday. Employees on lay-off: Employees on temporary lay-off are entitled to the benefit of the public holiday provided it falls within the first thirteen weeks of lay-off.

This time of year I receive a lot of general queries about holidays and the ‘rules’ 🍹 Most businesses and organisations have guidelines/policies to cover the main points they want to cover. 📑 I love holidays ✈ . Holidays are important for rest and recharge for the team. I had an interesting conversation the other day about unlimited holiday. This is as it sounds, there is no limit on the amount of holiday that is offered to your team. Some large organisations have tried it and a few no longer offer it, which is interesting. Something that has to be carefully managed really. ❔ Top 3 questions asked are: 😊 Do employees accrue holiday when off sick or on maternity leave? Yes, they are still employed and continue to accrue holiday. There are guidelines around when employees can take this holiday though. 😊 Do we have to give bank holidays to the team? The easiest way to think about the bank holidays is all employees are entitled to 5.6 weeks of their normal working week as holiday per year (you can of course give more). Bank Holidays can be allocated to this entitlement. 😊 Can we ask employees to take holidays? Yes, you can with the correct amount of notice. You can also not accept a holiday request but I am not advocating this and this should be the exception really. If you need any help or guidance on holidays or anything else ‘people related’ please let me know. Would you introduce unlimited holiday in your business? #holiday policy #HRconsultant #ClockworkHR #Skipton #Ilkley #Retained HR #Ad-hoc HR

Navigating Annual Leave and Holiday Pay in Finland Understanding the intricacies of annual leave and holiday pay can be daunting for both employers and employees. In this Azets blog post, we delve into Finland’s Annual Holidays Act, providing clarity on  ☀ salary entitlements, ☀ holiday bonuses, and  ☀ non-wage labour costs during vacation periods. Learn about 🌊 the accrual year,  🌊 summer leave season, and 🌊 how to properly schedule and calculate leave days. Plus, discover the nuances of  🏖 holiday pay and holiday compensation in various employment scenarios. Stay informed and ensure compliance with Finnish regulations. Read our full article here for a detailed breakdown of these essential payroll considerations. https://lnkd.in/ecjhEybi

Yes, we're looking at 2025 public holidays already! 😊 South Africa will have one fewer public holiday in 2025 than this year. This change is primarily because the 2024 National Elections Day was declared a public holiday. Additionally, when a public holiday falls on a Saturday, it's not observed on a weekday, which means no extra day off for everyone. For businesses, more work days can mean increased productivity. However, public holidays can also bring challenges, especially regarding payroll processing and maintaining business continuity. Employees often take additional days off around public holidays, creating long weekends, which can disrupt operations. Our payroll solutions at PaySpace by Deel are designed to handle the complexities of varying public holiday schedules. I'd like to hear from you - how do public holidays impact your business?

How to Manage Holiday Entitlement and Pay Something we are seeing a lot at the moment, coming to the end of the year, is many questions around holiday entitlement and pay. Therefore, we have created a 9 page useful document covering the below areas: ✅ Entitlement ✅ Creating a holiday entitlement and pay policy ✅ Defining the holiday year ✅ Public holidays ✅ Responding to holiday requests ✅ Carrying over annual leave ✅ Reminding employees to take carried over annual leave ✅ Managing holiday accrual ✅ Calculating holiday pay ✅ Payment in lieu of holiday pay ✅ What to do if employees are sick during annual leave ✅ Managing accrued holiday on other forms of leave ✅ Managing holiday entitlement during notice periods Want to get your hands on this free guide? DM us directly or email us at info@enablementhr.co.uk #HRHull #HRHessle #HRSupport #HR #HRTech #HRConsultant

Public holidays during the Christmas period There are three public holidays falling during this year’s Christmas period, namely Christmas Day, St. Stephen’s Day and New Year’s Day. Christmas Eve is not a public holiday and is a normal working day. Each year, these public holidays fall on the same date but may fall on a different day. While the public holiday remains on the same date, even if it falls on a Saturday or a Sunday, the benefit may not fall to the next working day. The benefit of the public holiday is determined by the employer and an employee will be entitled to one of the following: A paid day off on the day A paid day off within a month of the public holiday An additional day’s annual leave An additional day’s pay Full Time Employees: Full time workers are entitled to the benefit of the public holiday no matter how long they are employed in their role. Part Time Employees: Part time workers are also entitled to the full benefit of the public holiday if they have worked a total of 40 hours in the 5 weeks prior to a public holiday. Employees on lay-off: Employees on temporary lay-off are entitled to the benefit of the public holiday provided it falls within the first thirteen weeks of lay-off. Further information can be found here: https://lnkd.in/e9WT9GT8

How much do I get paid for public holidays? If a public holiday falls on the day that the employee would ordinarily work, s/he must be paid the daily rate plus whatever amount earned from the hours worked during that public holiday. If the employee works on the public holiday on which s/he would not ordinarily work, that employee must be paid double his daily rate.

Time off for everyone between #Christmas and #New Year.  How employers can send their employees on vacation during the holiday season. Our colleague Dr. Julia Bruck has what #employers need to know. 👇🏻 #hr #employmentlaw

Can your Employer force you to work on Public Holidays? According to the Employement Act 1955 at Section 60D (1), Employees are allowed to a paid holiday on any of the recognized public holidays. However if you are requested to work on those days, Section 60D (1A) states that an Employer is allowed to give you an additional day off to replace that day. What about being paid on the public holiday you’re working ? Section 60D (3)(a) provides that regardless of the hours you work or if you’re paid monthly or hourly, you’re entitled to an additional two days pay for that day! So if you earn RM 60 a day, you’ll earn RM 180 on a public holiday 💸 #EmploymentLawMalaysia #EmploymentAct1955