Now that I've waffled so much I should probably just follow through with the tangents I've already started.
The legal government minimum requirement is to accrue 17.86% of what you have worked/ are going to work. Dependent on your contract. Ultimately it is whatever you work divided by 5.6.
Anybody that has worked in Hospitality on a Salary knows that that is very unlikely to be the case
Although I haven't quite figured out my ideal pat structure yet. I believe that this bare minimum of 17.86% of what you have worked should actually be enforced.
3 Years ago I wanted 3 days off in 1 week for My Brothers Wedding and had to work 55 hours over 4 days to justify that time off. Two back to back AFDs. So did you know I did with one of those three days in which I got to see my family. I slept. Looking back on it now, fuming. However at the time, although I wasn't happy about it. I had just accepted that that is how it was but ultimately it was due to an inexperienced Holding Manager trying to impress HO with a ridiculously low payroll percentage and a poor payroll system in place.
The first step in combating this problem is to make sure accrued holiday is included in the P&L. Meaning you have your accurate Payroll figure, including Employer Tax and NI and then include 17.86% on top of that. Which will build up in your Uncontrollable costs line. This solves the problem by being able to remove a Managers Salary from the P&L for the duration of the holiday so that it can be made up in the hourly paid line, and not just a horrifically high payroll week every now and then. Also having this money in the P&L year round will remind you that it's there to be used up. I don't think I've ever taken a single days Holiday that wasn't unofficially accrued through overtime.
So that covers how to manage that into the P&L. I have never had a company mention that money or seen where it ends up, because it should be accrued and always readily available but I've never once seen all of the unused holiday drop back into the P&L at the end of the Year. So to not encourage your staff to use their holiday it is not only morally wrong but it holds no benefit to the team, the venue or the business as that money presumably just disappears into the ether of Head Office profit. On an individual level, you're going to get paid the same amount of money by the end of the year, they are going to pay you the same amount over the year. The extra spend is going to cover you by putting extra staff on. That money is legally there and ready to go.
So lack of payroll should never be a justification for you not taking holiday. If anything, having a lack of payroll should encourage you to take holiday in order to give others more hours during difficult times.
I hope this helps.
Let me know what you think/ if I got anything wrong.
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