dismissed staff member - final pay?

[swilks12]

Hi there,
I posted earlier this week re a staff member of mine who had been with me on a probationary contract for six months and I felt that she wasn't performing as expected and rather than letting her go I wanted to give her the opportunity to show me she was worth keeping.

Cut a long story short, a week into the agreement she still wasn't pulling her weight - turning up late for work and not advising me and not actively seeking new clients or retaining them, so today it all came to a head and i've let her go.

I am looking for advice on where I stand re final pay - do I owe her any holiday pay or because she was still on a probationary contract does this not apply? Any advice greatfully rec'd!!:?:

 

[kimi1101]

Hi sorry about the blank reply. sorry about your member of staff. you are due her a weeks,notice pay, and any holiday pay she has accrued. ie,if she has worked 3 months, then a quarter of her yearly allowance, minus any holidays she has taken. hths x

 

[Susie H]

Hi there,
I posted earlier this week re a staff member of mine who had been with me on a probationary contract for six months and I felt that she wasn't performing as expected and rather than letting her go I wanted to give her the opportunity to show me she was worth keeping.

Cut a long story short, a week into the agreement she still wasn't pulling her weight - turning up late for work and not advising me and not actively seeking new clients or retaining them, so today it all came to a head and i've let her go.

I am looking for advice on where I stand re final pay - do I owe her any holiday pay or because she was still on a probationary contract does this not apply? Any advice greatfully rec'd!!:?:

Do you use an accountant hun? If yes then that's the person to ask, we can all give you our oppinion but the geeks won't stand up in a court of law. If no then try C.A.
This subject did come up a few weeks ago and I do know that the final pay, whether that is a week or a month in hand is only due on the final day. Not imedietly. So you have a few days to find out for sure what she is due. If Persionata is on line she will know the right answer she owns a few salons and keeps herself up to date on employment law. Hope this helps hun. xx Oh Kim can probebly help too, once she can sort her phone out lol

 

[Flesh_and_Bone]

You should pay her holiday money according to the holiday entitlement stated in her contract of employment and on a pro rata basis depending on how long she has worked for you...

For example, if the annual holiday entitlement is 20 days, divide that by 52 weeks which is approx 0.385 days. Then multiply that by the number of weeks she has worked for you, i.e. if she's worked for you for 20 weeks, 0.385 x20 = approx 7 and a half days, so you should pay her 7 and a half days holiday (less of course any holiday she has already taken). If you've asked her to leave immediately without working her notice then you really should pay her in lieu of notice. Hope this helps.

 

[kimi1101]

bear with me, new phone! iv just dealt with this and a particularly difficult girl. make sure you give her written confirmation of her termination and also on her payslip make sure it is itemised ie x amount notice pay, x amount holiday pay etc. x x

 

[swilks12]

Thanks for all your responses!! Know what's what now