Certainly. I you think there is a discrepancy to your wage, you would need to contact payroll verbally then follow up with an email. You will need to state the hours you have worked as well as the hours you think you are owed. We suggest you also request a reasonable response time for payroll to acknowledge and reply to your query. Ideally, you should get a breakdown of monies explaining the figure on your payslip. If still unsatisfied with the outcome, YOUR HR SERVICE can write to your employers on your behalf.

Your contractual terms and conditions or Contract of Agreement with the different agencies should have a clause that informs you on seasonal working. While it appears as if one agency is more generous over the other, there may be advantages on other clauses that balances the agency’s policy on how seasonal payments are worked out. YOUR HR SERVICE advises you formally request for your contract of agreement (which should include the terms and conditions)  as well as the company policy on seasonal pay.

It is unlawful for an employer to withhold wages. We will suggest you wait until the next paying circle in the event you are paid in arrears with the inclusion of holiday pay (if owed any). In the event that this is not the case , the first point of call would be ACAS for early reconciliation. Should you choose to engage our services, YOUR HR SERVICE can represent you in these deliberations to ensure you get everything you are owed plus compensation for the inconvenience.

Taxable pay is usually same as gross pay as it is the figure before tax is applied. All contributions and deductions are usually reflected after the gross pay. The tax free element is calculated by payroll as this can fluctuate depending on your earnings. The best thing to do is to log on to  HMRC  to see all earnings and deductions.

Your employer has clearly not demonstrated a duty of care to you . It is unreasonable if not unlawful for your employer to expect you to comply to an unreasonable request. No employer can demand you work especially if the demand places you or your children on a health and safety or safeguarding risk. We suggest you inform your employer that you can come in at your usual time but due to childcare, you are unable to work the later shift. In moving forward, we recommend you inform your employer to give you sufficient notice to arrange childcare for any other shift.

A clause for zero-hour contracts entails that the employee is agreeing to work at the times or shifts provided by the employer. Depending on the nature of your job, (care assistant, security and similar jobs) you may be required to do these long shifts. there is some flexibility around working time regulations however employees must get enough rest in between shifts to enable them adequately function at their job. If this is not the case, YOUR HR SERVICE can assist you in securing better terms and conditions from your employer.

The Agency Workers Regulations 2010 (AWR) stipulates that after 12 weeks in the same role with the same hirer, an agency worker is entitled to the same pay, as well as the same basic terms and conditions, that a permanent employee of that employer is entitled to. These terms includes holiday. Regardless if you are an agency worker, you should accrue holidays in accordance with your annual entitlement. these accrued holidays can be expressed as days or hours. You should have no deductions on your normal pay when you use your holidays unless agreed on or for unauthorised absence.

Yes, we can. It is implied that working without objecting to the terms and conditions of a contract indicates acceptance. It would appear that your current employer is relying on the notion that the longer you work under the given terms, the more difficult it is to bring a grievance against them. However, since you have objected to the terms and conditions and have heard nothing back from HR, you could take the option of requesting a meeting with your line manager accompanied by HR stating your concerns. Should you choose to engage our services, YOUR HR SERVICE can support you in preparation for the meeting as well as represent you in negotiating better terms and conditions on your behalf

If your employer is asking you to take a pay cut, this is a change to your contract of employment. Any change to your contract of employment must be agreed by both you and your employer. When deciding whether or not to agree to a pay reduction in pay, it is better to access the implications and available alternatives, it is also wise to consider if there is a risk to redundancy should you refuse to accept the wage decrease. There will usually a be a consultation period between both parties, before any addendum can come into effect.

While one cannot assume for definite that your previous employer has provided a bad reference to your new employers, these types of scenarios  do happen. Similar occurrences may even see the previous employers not providing a reference. From an HR perspective, employers are expected to provide references to cover work information (such as job title, location and start/end date). Though this makes for good practice, employers are not legally bound to comply.  YOUR HR SERVICE therefore suggests you contact your new employer with this added information or at least something to that effect, hopefully that should rectify the situation.  In moving forward, it may be wise to avoid using this previous employer for referencing.