Pay and Benefits

Holiday Pay

In line with best practice guidelines in both the Working Time Regulations and the Agency Workers Regulations your holiday is accrued in hours and starts from the moment you start working with Select.

For each of the contracted basic hours you work (not including overtime), your holiday pay will be calculated as the average of your last 12 weeks’ pay rate. Therefore if you work 40 hours you will accrue 4.83 hours as holiday.

Should you wish to take holiday during your assignment, please give your Select consultant as much notice as possible so that we can inform your Line Manager on your behalf.

In accordance to employment regulations, you are not permitted to carry over holiday from one holiday year to the next, so please ensure you use all available holiday before the end of the year, otherwise you will lose any accrued but unused holiday hours.

Notice of at least twice the length of period of leave is required for holiday requests and it is advisable to give written notice where possible.


Tax

At Select we aim to get all of our temporary workers onto the correct tax code as quickly as possible.

If you are in possession of a P45, hand it to your consultant with your first timesheet. If you do not have a P45, then we will provide you with a P46 form to complete or the HMRC Checklist for RTI (see below for more information on RTI). You may be taxed at a higher rate until we are notified by the tax office as to what your tax code should be

If you are a student you will also need to complete a P46 or the HMRC Checklist for RTI. This will exempt you from paying tax until you reach the single person’s tax threshold. If you are starting your first employment since leaving full-time education, again we will provide you with the relevant HMRC Checklist or P46 forms. If eligible, this signed declaration will authorise our Payroll Department not to tax you until you have reached your earnings threshold.


RTI

Real Time Information, or RTI, was introduced by HMRC in April 2013 to improve the operation of PAYE. RTI means that PAYE information is collected every time an employee is paid rather than annually when a business submits its end-of-year tax return.

When the employee’s PAYE data is submitted each payday, it will be checked against the PAYE data that HMRC holds on that employee, which will highlight any errors or changes that have occurred since the last payday, making it quicker and easier to resolve any issues. Data about PAYE, NIC and student loans is sent every time employees are paid.

RTI was introduced for the following reasons:

  • To enable a more efficient response to PAYE errors such as under or over payments.
  • To support the introduction of Universal Credits, which will streamline benefits into one payment.
  • To reduce fraud and ensure people receive the benefits to which they are entitled.
  • To provide the Department for Work and Pensions with up-to-date information about each claimant’s employment income more efficiently.

RTI requires the completion of a Starter Checklist where you don’t have a P45; your consultant can give you the Checklist to complete. It contains important information that affects the amount of tax you’ll pay.

The Starter Checklist replaces form P46. The checklist will ask you relevant information before your first payday to tell HMRC about you. It will help your employer to allocate a tax code and work out the tax due on your first pay day. HMRC will process the information you have provided on the Starter checklist and where necessary revise your tax code.


SSP

As a temporary worker, you may be eligible to Statutory Sick Pay (SSP) provided that you meet the relevant statutory criteria.

You are required to provide your Select consultant with evidence of incapacity (inability to work) which may be by the way of a self-certificate for the first 7 days of incapacity and a doctors certificate thereafter.

For the purpose of SSP there is only one qualifying day per week, which is a Wednesday.


Maternity/Paternity/Adoption

Statutory Maternity Pay (SMP), Statutory Paternity Pay (SPP) and Statutory Adoption Pay (SAP) are administered and paid by Select on behalf of the Department of Work and Pensions.

To qualify for SMP and SPP temporaries must have worked continuously for Select for at least 26 weeks as at the ‘qualifying week’; which is defined as the 15th week before the child is due to be born.

Full details and requisite claim forms will be supplied by your Select consultant who should be notified of the week the baby is due no later than the ‘qualifying week’.

To qualify for SAP temporaries must have worked continuously for Select for at least 26 weeks leading into the week in which the match with the child for adoption is notified.


Pensions

From October 2012, all employers, including recruitment agencies, became responsible for automatically enrolling their workers into an approved workplace pension’s scheme and this includes any temporary workers on contracts.

It is then the responsibility for the individual worker to opt out if they do not wish to save for a pension. The enrolment dates have been varied depending on the number of employees a company has and will be complete by 2017.

Eligible jobholders who are automatically enrolled into a qualifying pension scheme and non-eligible jobholders who ask to be enrolled into a qualifying pension scheme will need to make contributions into the scheme. Employers will be responsible for making deductions from the jobholder’s pay and paying this into the pension scheme. The employer will also be required to make a contribution to the pension scheme.

These pension reforms are being introduced over a 5-year period and the contributions are being phased in over this timescale. Your Select consultant will keep you up-to-date and further information can be found at https://www.gov.uk/browse/working/workplace-personal-pensions

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