This can only be done if:
In both of these situations:
During the first year of employment an employee has no Annual Leave Due. Most employers still allow their employees to take some annual leave during this period, but the leave is essentially taken in advance. If the employee leaves before they have been employed for a year they are paid out Holiday Pay in their final pay, which is typically 8% of their earnings. The value of any leave they have taken in advance would then get deducted from their final pay.
During the first year of employment, three circumstances can arise that require the calculation of the payment due for annual holidays:
When the employee reaches their employment anniversary they become entitled to annual leave:
At any time, an employee is owed two separate amounts - Holiday Pay and Annual Leave Due. If the employee leaves during the second year they will be paid out the Holiday Pay for that part year, and any Annual Leave Due.
Annual holidays are paid at whichever rate is the higher of:
There are 11 public holidays and all employees are entitled to public holiday benefits whether they are part-time, full-time or on fixed-term or ‘casual’ employment agreements. Public holidays are in addition to annual holidays and there’s no minimum period of time an employee has to be employed to get public holiday benefits.
What an employee gets for a public holiday depends on:
An employee can only be made to work on a public holiday if:
Note that even if the employee is not going to receive an alternative day they are still entitled to receive time-and-a-half for the hours they work.
Public holiday payroll calculations can be a right pain in the backside. Especially for those of you who have to manually figure out what everyone is due.
Thus we have gathered a few issues that most of our clients were asking, please click the link to find related topics below:
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