In the great white north, holiday pay is referred to as Statutory pay, and — other than handing out a Molson and a pack of Timbits to each employee — there are a few rules that need to be followed.
If you run a team of full-time employees, then you are mostly required to give them time off and pay them on all the following holidays:
- New Year’s Day
- Good Friday
- Easter Monday
- Victoria Day
- Canada Day
- Labour Day
- Remembrance Day
- Christmas Day
- Boxing Day
The exception to this rule is that some businesses may still choose or are required to stay open (such as hospitals or other on-call staff).
If your team does work on any of these holidays, you as the business are required to pay them overtime (normally one-and-a-half to two times their regular wage) and may even have to give them an additional day off.
Known as holiday entitlement in jolly old England, paying your employees in the U.K. is rather straightforward. Well, if you consider math straightforward, that is.
Legally, almost all full-time workers are allowed to have 5.6 weeks of holiday pay a year, which comes out to 28 days.
Part-time workers get a similar amount of time, but since they work fewer days a week, they would also get fewer days off.
For example, if you work four days a week, rather than five, you’d only get the equivalent of 4-day weeks’ worth of time off per year. So, rather than 28 days, you’d only get 22.4.
If you run a company or have a job where your team works irregular hourly jobs, then they’re also entitled to holiday hours. For these kinds of jobs, you are allowed paid time off for every hour that your team works. So, if your barista works 40 hours, then they are allowed 40 hours of holiday pay.
People working irregular hours (like shift workers or term-time workers) are entitled to paid time off for every hour they work.
Regardless of the kind of job you have, you get paid time off, which is excellent for those U.K.-ers out there.