Avoid Staff Entitlement Confusion in Your Business

Whether a fresh recruit in a small family run business or the CEO of a large company, everyone needs time off for holidays as well as the occasional sick day. It is a right that you and your employees deserve and should use.

But if you run a small business, how do you know what your employees are entitled to? How do you pay somebody who is on maternity leave? What about sick pay – who qualifies and for how long? These are common questions that can be easily answered if you know who to turn to.

Holiday Rights
If you employ somebody who works full time, five days a week they are entitled to a minimum of 28 days holiday a year. But this is only the basic entitlement. For part time workers this needs to be calculated separately by taking into account how long they have been working for you and how many hours they work each week. It can take detailed knowledge of the rights of workers as well as a head for figures to calculate this.

A qualified bookkeeper will be geared up to help you in this area.

Sick Pay
Employees who are unable to work because of illness are entitled to Statutory Sick Pay. It is paid by the employer and can last for up to 28 weeks. Tthe standard rate of payment needs to be worked out and eligibility depends on the length of time the employment has lasted. The person who is sick needs to earn over £97 per week to qualify and must be ill for 4 days continuously before sickness payment can start.

According to small business experts, calculating statutory annual leave entitlements is a confusing area for most small business leaders. Remember that a local bookkeeper will be an expert in all matters relating to personnel and that it’s worth seeing what they can offer you in terms of outsourced assistance.

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