- How big is the workforce? - How do you gather the data? (reporting procedures etc...) - Who enters the data? - What do you want to do with the data, or is it just record keeping? - How will it link to payroll?
and so on ........
For just simple record keeping and a relatively small workforce then Excel will do the trick, as @JohnBoyUK says. Anything more complex then you are going to have to pay for it.
Thanks fellas, I did think of excel, but wanted to see if there was a specific one that stood out, not willing to pay for it, only 12-15 staff to monitor
Why not just set up an excel workbook? Do you just want a log with simple stats? Excel would do all that.
Or use the free Google "equivalent" (not as many features) but great for recording information and you can give other individuals access to update it dynamically on the web. There is, of course, the Google script that will let you record macros and automate some of it.
Reminds me if when I was working for M & S. They had a store in Paris with a French payroll system and wanted to interface it with a Dutch T & A system and link it all back into the UK. Got there in the end but what a fucking nightmare.
Why not just set up an excel workbook? Do you just want a log with simple stats? Excel would do all that.
Or use the free Google "equivalent" (not as many features) but great for recording information and you can give other individuals access to update it dynamically on the web. There is, of course, the Google script that will let you record macros and automate some of it.
Google Sheets is a good option if you have a team you can trust not to wreck the spreadsheet too much - it does have an edit history function that allows you to reverse changes if someone accidentally deletes Fred's week off instead of their own. Although whether it's secure enough to be holding employees' personal data is a question you'd haave to ask someone who's currently involved in HR rather than someone who used to have a role on the union side of the fence. GDPR hadn't been involved when I used to be involved with this sort of stuff.
Hi, I have a question for the HR experts on here. I’d appreciate any advice.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Hi, I have a question for the HR experts on here. I’d appreciate any advice.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Any advice please?
Dont they actually have to come back to work under the terms of the agreement, even if it's only for a week?
Depends on the agreement of course. My missus never went back and got paid for all the holidays, but I dont remember it including public holidays, but I'm sure she had to use some leave so she could be "back" for a while - but on holiday - and then left officially.
Personally I thought the whole thing stunk a bit. She had no intention of going back, but strung it out, went back for a few days then got paid for all the holiday she never took when she was off anyway!
Hi, I have a question for the HR experts on here. I’d appreciate any advice.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Any advice please?
Check the wording of the contract of employment (or maternity policy, etc) in case it promises to pay something that wouldn't normally be offered. But in principle if you wouldn't be giving someone (who did come back) a day off in lieu of a public holiday that happened while they were away then you wouldn't normally owe anything to the person who doesn't come back.
My advice would be this: if you want to avail yourself of free, professional consultancy from experienced, reliable, authoritative people within the human resources industry, you should think of a better way to address them than HR bods.
My advice would be this: if you want to avail yourself of free, professional consultancy from experienced, reliable, authoritative people within the human resources industry, you should think of a better way to address them than HR bods.
Yeah, they might refer to their "bodies' as a table, a chair or some other inanimate object.
I’m hoping @bobmunro will bring his words of wisdom too.
Holiday accrues as normal during maternity leave, including public holidays missed during the maternity leave period, otherwise a woman on maternity leave would suffer a detriment for being on maternity leave resulting in direct sex discrimination.
You can decide to ignore that, Bren, because obviously Human Resources only exist to sack people according to some!
Hi, I have a question for the HR experts on here. I’d appreciate any advice.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Any advice please?
Dont they actually have to come back to work under the terms of the agreement, even if it's only for a week?
Depends on the agreement of course. My missus never went back and got paid for all the holidays, but I dont remember it including public holidays, but I'm sure she had to use some leave so she could be "back" for a while - but on holiday - and then left officially.
Personally I thought the whole thing stunk a bit. She had no intention of going back, but strung it out, went back for a few days then got paid for all the holiday she never took when she was off anyway!
Holiday accrues whether or not they return from maternity leave - not paying it for someone choosing not to return would be an unlawful deduction of pay.
Hi, I have a question for the HR experts on here. I’d appreciate any advice.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Any advice please?
Dont they actually have to come back to work under the terms of the agreement, even if it's only for a week?
Depends on the agreement of course. My missus never went back and got paid for all the holidays, but I dont remember it including public holidays, but I'm sure she had to use some leave so she could be "back" for a while - but on holiday - and then left officially.
Personally I thought the whole thing stunk a bit. She had no intention of going back, but strung it out, went back for a few days then got paid for all the holiday she never took when she was off anyway!
Holiday accrues whether or not they return from maternity leave - not paying it for someone choosing not to return would be an unlawful deduction of pay.
Aren't they obliged to return after paid maternity leave ?
I might be imagining this Bob (I can't remember the exact conversation) but isn't there some law where if you don't return after maternity leave that you have to repay a percentage of your wages earned while on leave. I only ask because when a bunch of us were made redundant back in 2019 one of the girls were delighted as she said she would have had to come back to work for a certain period (no pun intended )or she would lose money ?
Hi, I have a question for the HR experts on here. I’d appreciate any advice.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Any advice please?
Dont they actually have to come back to work under the terms of the agreement, even if it's only for a week?
Depends on the agreement of course. My missus never went back and got paid for all the holidays, but I dont remember it including public holidays, but I'm sure she had to use some leave so she could be "back" for a while - but on holiday - and then left officially.
Personally I thought the whole thing stunk a bit. She had no intention of going back, but strung it out, went back for a few days then got paid for all the holiday she never took when she was off anyway!
Holiday accrues whether or not they return from maternity leave - not paying it for someone choosing not to return would be an unlawful deduction of pay.
Aren't they obliged to return after paid maternity leave ?
I might be imagining this Bob (I can't remember the exact conversation) but isn't there some law where if you don't return after maternity leave that you have to repay a percentage of your wages earned while on leave. I only ask because when a bunch of us were made redundant back in 2019 one of the girls were delighted as she said she would have had to come back to work for a certain period (no pun intended )or she would lose money ?
That could apply if the employer pays enhanced maternity pay. Statutory maternity pay is 90% of your average weekly earnings for 6 weeks and then 33 weeks at Statutory Maternity Pay (SMP) which is currently £184.03 per week or 90% of your average pay if that is lower. If that is all that is paid (and that's the case for the majority) then not a penny of that has to be repaid - any attempt to demand so would be automatically unlawful.
Some employers pay in excess of this e.g. 13 weeks at full pay and 26 weeks at half pay - those employers may have a clause in their maternity pay policies that allows them to reclaim some or all of that excess above statutory should the mother not return to work.
None of the above affects holiday accrued, which was the question asked.
Comments
Do you just want a log with simple stats? Excel would do all that.
- How big is the workforce?
- How do you gather the data? (reporting procedures etc...)
- Who enters the data?
- What do you want to do with the data, or is it just record keeping?
- How will it link to payroll?
and so on ........
For just simple record keeping and a relatively small workforce then Excel will do the trick, as @JohnBoyUK says. Anything more complex then you are going to have to pay for it.
Got there in the end but what a fucking nightmare.
When someone is not coming back from maternity leave you then pay them all the holiday they have accrued through that period. Now do you have to pay them the public holidays too? I can’t get my head round that one. Holiday is 25 days plus the public holidays. So are they actually due 33 days pay (pro rata)?
Depends on the agreement of course. My missus never went back and got paid for all the holidays, but I dont remember it including public holidays, but I'm sure she had to use some leave so she could be "back" for a while - but on holiday - and then left officially.
Personally I thought the whole thing stunk a bit. She had no intention of going back, but strung it out, went back for a few days then got paid for all the holiday she never took when she was off anyway!
You can decide to ignore that, Bren, because obviously Human Resources only exist to sack people according to some!
I might be imagining this Bob (I can't remember the exact conversation) but isn't there some law where if you don't return after maternity leave that you have to repay a percentage of your wages earned while on leave. I only ask because when a bunch of us were made redundant back in 2019 one of the girls were delighted as she said she would have had to come back to work for a certain period (no pun intended
Human Remains 😉