We thought it prudent to remind our temporary workers of our ‘Holiday Pay Process’, this would have also been discussed with you at the point of registration and detailed on the application forms you signed at the outset.
- If you wish to take holiday you must request it – first with your line manager at your place of assignment, once this has been agreed by them, please notify us (Simple Recruitment) of the relevant holiday dates, so we can then ensure this gets paid to you, this should be done
IN WRITING to your relevant Consultant e.g. emails/texts are acceptable.
- Holiday’s should be requested with at least a weeks’ notice given.
- If you do not work some days and have not notified us or requested it as holiday, we will not automatically process it. Bank holidays should also be requested as being paid, if required.
- Holidays cannot be taken where you have been out of work ill.
- You cannot be paid holiday but also work, holiday has to be actual time off. We cannot pay holiday in lieu; Holiday pay should be paid for the time when annual leave is taken or at the end of the booking if your booking finished before of the end of the leave year
(April 6th to April 5th) this is a statutory requirement which aims to protect your rights and ensure you have the opportunity to take days off. An employer cannot include an amount for holiday pay in the hourly rate (known as ‘rolled-up holiday pay’)
- Holiday cannot be carried over from one year to the next. You need to make sure that you take your holidays during the leave year (April 6th to April 5th)
We do not carry forward any unused holiday pay into the next leave year and any holiday funds not used will be lost.
We can advise you of the amount of holiday you have accumulated upon your request to our offices. It is your responsibility to utilise your accrued holiday throughout the year, we will regularly send these reminders to you.
Please note this process is the current and up to date process and supersedes all others.
Your Simple Recruitment Team