Which hours would you rather do?

[candlebear]

I have 2 young children.

The first job - Wednesday and Sundays. No paid holidays but 12% paid in wage for holiday pay. Quite flexible, no childcare needed. Christmas off. Can have my nails done etc, relaxed with uniform.

Second - Tuesday and weds 8.45-5.15. Paid holidays, work over Christmas period. Childcare needed so come home with slightly less money. Can't have anything like nails done or make up as it's a health sector job.

Is the first job your existing job?

And the second an offer to get back into your previous profession?

If you are in the UK - first job's approach to holidays is illegal. Everyone is entitled to 5.6 weeks paid holidays (pro rated) and paying you 12% is not a legal alternative. Will they give you unpaid holidays or do they expect you to work 52 weeks a year?

It is legal in the uk, and very common in schools, especyfor suppprt staff and within agency working. @muttsandjolts

The first job sounds like it would be brilliant until it wasn't- being so informal would have me concerned on the viability/internal goings on. Presumably no work over Christmas means no pay, so would you be better off annually still?

The other job sounds more secure, though if childcare is awkward I guess take the first whilst keeping looking

Can you give an employee pay in lieu of holiday?As the end of the holiday year draws to a close, you may get some employees who haven’t taken their full entitlement and request payment instead for that unused holiday.
On the face of it, it sounds like a win win – the employee gets some extra money and you don’t have to arrange cover while they are on annual leave. If the end of the holiday year coincides with a particularly busy period for your business it can seem doubly attractive because you really don’t want staff off.
However, the statutory provision was designed to give employees paid time away from the work environment and there are sound health and wellbeing reasons for them to have that time. For those reasons you are not allowed to contract out of the minimum holiday entitlement by paying them instead.

@muttsandjolts sorry but you are still wrong. It is allowed in the uk. As I said a lot of agencies - yes even the extremely large ones (employing thousands) do it as do a lot of schools. Overpayments can be clawed back, although overpayments do not generally happen within agencies, as holiday is earnt on a daily basis and is paid out as an hourly rate premium uplift. Staff are expected to take holidays, but cannot be forced.
Personally a total win as I absolutely hate holidays and would much prefer the money.

I am currently working in a school which as you cannot have holiday during term time, they pay the 5.2 weeks holiday owed as an hourly premium. This is in addition to our 34 week earnt pay being spread into 12 monthly payments. However as resignations happen at set times of the year overpayments are easier to calculate as part of your final pay. Both systems are perfectly legal in the uk.

Take the first job for now and then look again when you no longer need childcare.

What OP describes in the first option is called “rolled up holiday pay” and it is illegal in the UK. For that reason, I would not work for that organisation.

Here are some sources re “rolled up holiday pay”. It has been unlawful since 2006 and any contracts that still used it should have been renegotiated a long time ago.

https://www.gov.uk/holiday-entitlement-rights/holiday-pay-the-basics#Rolled-up%20holiday%20pay

https://www.acas.org.uk/checking-holiday-entitlement/calculating-holiday-pay

Hi @candlebear i'd choose the first job.

@Aprilx this still happens it’s just not called rolled up pay. It’s totally legal to describe it in a different manner. Instead of being added to the hourly rate it’s calculated separately on the wage slip. Totally legal and amounts to exactly the same thing. Another way to do it is to allow the employee to draw down their holiday pay monthly without having to actually take the time off - again a lot of agencies do this. All legal due to terminology and methods used.

The only issue is when the employee does want holiday and forgets that they either need to draw down the monies or have already been paid it.

As I said it a fab way for some of us to ensure we get paid holidays owed, when we (individuals) don’t wish to actually take the time or can’t take time off (for personal reasons) and want the holiday money instead. So many companies won’t allow you to cash in holiday or roll them over to another year, or as in some school roles - you can’t take them as and when you want.

I grant you that people cannot call it rolled up pay - they don’t, but for us old hands, it is easier to describe it that way, because then we all know exactly what we are dealing with when looking at employee benefits. (And yes it is a very good benefit if your organised with finances).

Do the jobs have the same prospects for training and progression? It seems like as the second one is healthcare sector may be more scope to progress or at least more long term security if that is an area of work which suits you?

I have provided both ACAS and gov.uk links and you are still arguing about it! I cannot do any more, but I hope the OP has the sense to ignore your drivel.

@Aprilx Please do not be so rude.
that fact is that what the op has said is legal. It’s just not called rolled up pay, and it legal to do so via different methods - the end result is the same. The method of delivery has changed but the end result is still the same and works very well for many people.
if it helps you to understand - it’s like avoiding tax, despite much legislation to stop people avoiding tax, there are still many legal ways to avoid tax, the naming of methods has changed, but the end result is still the same - there are ways if legally avoiding paying tax.
just because you seem to have a morale aversion ti it doesn’t mean it doesn’t happen via a slightly different method of application- which is perfectly legal. I can assure you that local authority schools aren’t breaking uk government law by doing this.

https://www.davidsonmorris.com/rolled-up-holiday-pay/

an easy to read guide for those wishing to understand the complexity regarding holiday pay.

Yes its definitely legal. The first job is a zero hour contract so they just give us 12.7% on top of our wage every month as "holiday pay" as we can take as many days off as we like legally but we're not paid for them. It's all above board, it's an old, large business. Although I've never signed a contract in the 18 months I've worked there.

The second job is a contract for 8.45-5.15, Tuesdays and Wednesdays. I think there would be more scope to do extra courses etc, and more potential to earn more in the long run.
My daughter gets her free funding in April so we'd be paying the full whack for the nursery between now and April then it would be reduced during term time to just £10 a day.

@candlebear I think you need to think about this -

1. do you want weekends as family time now or in the future
2. do you think you will actually enjoy/look forward to work at one more than the other.
3. will you be wanting a progression in either role/industry, or are you thinking of moving into a different area then either of these jobs? In which case only the first two points apply.
4. do you like structure or are you a more go with the flow type person?