Latest Service Update - July 2020:

We continue to experience a large volume of customer contact however we have made good progress with many workstreams over the last few weeks. For the coming few weeks ahead, here are some service and furlough related updates to be aware of:

1. Our phones will be open everyday from 9am to 1pm. We anticipate our phone lines to be extra busy over the coming weeks, if you cannot get through, you can email covid19queries@stafftax.co.uk or info@stafftax.co.uk (for non Furlough/Covid19 queries)

2. If you have yet to make your first furlough claim we encourage you to do this as there is now a deadline of the 31st July. The Furlough Portal has a detailed step by step guide on how to claim, alternatively email covid19queries@stafftax.co.uk.

3. If your employee has returned to work after a period of being on furlough, you can let us know by simply visiting the Furlough Portal and go to Step 7 'End Furlough'.

4. We will continue to furlough your employee until you either inform us to:

a. End Furlough, which can be done via the Furlough Portal. b. Apply part time/ flexible furlough, which can be done via the Furlough Portal. c. Make your employee redundant. To find out more about this, visit out contact us page. d. Tell us your nanny has left, which you can do via the Members Area.


 To read all our latest Covid-19/Furlough related FAQs click here. To access our newly built Furlough Portal click here

Natural Fit

Calculating Holiday Entitlement

A full time employee has a statutory right to at least 5.6 weeks (28 days) of paid holiday a year. This includes bank holidays. Annual leave should only be taken as it has been accrued.

Bank Holidays

As the 28 days’ annual leave includes bank holidays, if an employee takes the day off on a bank holiday it is deducted from their annual leave entitlement. If a part time employee does not normally work on a day which a bank holiday falls, then the bank holiday does not affect their entitlement.

Part Time Employees

Part time employees get a direct proportion of the 28 days. This can be calculated by multiplying the number of days a week they work by 5.6.

FOR EXAMPLE, if Anna works three days a week she is entitled to 16.8 days’ holiday a year, including bank holidays. 3 x 5.6 = 16.8.

Fractions of days must be honoured. They can be rounded up, but not down.

If an employee does not work the same number of hours each day, then their annual leave should be calculated in hours rather than days.

FOR EXAMPLE, if Bob works eight hours a day Monday and Tuesday and four hours each Wednesday, he works 20 hours a week so is due 112 hours’ holiday a year, including bank holidays. 20 x 5.6 = 112.

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