Employment and Pay Policy – Polly Housekeeping

sEmployment and Pay Policy – Polly Housekeeping

Last Updated: 25.11.24

Introduction

This policy outlines the employment and pay standards at Polly Housekeeping. We are committed to following all UK employment legislation whilst providing clear information about pay, hours and working conditions to our staff.

Pay Structure

Our company pays all employees in accordance with the National Minimum Wage regulations. The exact rate depends on age and position, as per current UK government guidelines. Pay is calculated on an hourly basis and processed monthly. All staff receive detailed payslips showing hours worked, rate of pay and any deductions.

Working Hours

Standard working hours vary according to client requirements and staff availability. Travel time between clients’ properties is included in paid working hours. Staff may be offered additional hours, though overtime work is entirely voluntary. All employees are entitled to proper rest breaks as stipulated by UK law.

Holiday Entitlement

Staff are entitled to statutory paid holiday, which is calculated based on hours worked. The holiday year runs from April to March, and holiday pay is calculated at your normal rate of pay. Requests for holiday should be submitted at least two weeks in advance.

Sick Pay

Employees who meet the qualifying conditions are entitled to Statutory Sick Pay (SSP) when absent due to illness. Staff must notify their supervisor of any absence before their scheduled start time and provide appropriate documentation for extended absences.

Deductions

Legal deductions will be made for Income Tax and National Insurance contributions. Any other deductions will only be made with written agreement or as required by law.

Uniforms

Staff are required to wear appropriate clothing and any provided uniform items, which remain company property and must be returned upon leaving employment.

Training

Initial training is provided and paid at your normal hourly rate. Additional training may be required periodically to maintain service standards and comply with health and safety requirements.

Performance Reviews

Regular performance reviews will be conducted to discuss work quality, time management and any concerns. These reviews may influence future rate increases, though all pay will remain at or above National Minimum Wage requirements.

Notice Periods

Notice periods for ending employment are one week for staff employed less than two years, increasing as per statutory requirements for longer service. The company will provide at least the same notice period unless Summary Dismissal is warranted due to gross misconduct.

Grievance Procedures

Staff members with concerns about their pay, hours or working conditions should first discuss these with their immediate supervisor. If the matter remains unresolved, they may raise a formal grievance following our company procedures.

Changes to This Policy

This policy will be reviewed and updated in line with changes to employment law and company practices. Staff will be notified of any significant changes.

This policy should be read alongside our Privacy Policy and Modern Slavery Statement.

Contact Information

For questions about this policy or employment matters, please contact our team at [email protected]