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time spent at the workplace and required to be available for work – it makes no difference whether or not you actually provide work for that time In this case the rules brought in on 6 April 2020 apply to Nelli from the first day of her calculation year starting after 6 April 2022. Nelli’s calculation year is determined by the date she started her job, and so her next calculation year after 6 April 2022 begins on 15 August 2022. You may neglect height and width of lenses but make sure to find a frame with the accurate total width as required.

When HMRC investigate employers for NMW, in practice they ‘test’ for work type. They first ‘test’ for salaried hours work. If that does not fit, then they move to time work, and if that does not fit then (unless it is apparent that the work is output work) they move to unmeasured work. Determine the fair piece rate for that piece of work by dividing the mean hourly output rate by 1.2 (a figure derived from regulation 43 National Minimum Wage Regulations 2015, which is intended to protect those workers who work a little more slowly than the average worker), that is 10 ÷ 1.2 = 8.33 items. Calculate the amount that the worker has been paid above their basic rate (amount of additional rate x number of hours worked at additional rate).

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Dami’s contract states that she must bear her own transport costs for getting to and from work. Her employer puts on a bus service. She pays for this weekly, after she has been paid (meaning it is not deducted from her wages). This arrangement does not reduce pay for minimum wage purposes. test a sample of your workers, for example 10%, making the particular piece or performing the particular task. The sample workers must be representative in terms of work speed - it would not be fair to choose a sample of your fastest workers or a mixture of average to fast workers A salary sacrifice is a general term used to describe an arrangement where a worker gives up their contractual entitlement to a portion of their salary, in exchange for some form of benefit. Salary sacrifice schemes involve a reduction in pay rather than a deduction from pay. Examples of salary sacrifice schemes can include: However, over time, the nature of the shifts change, and the worker becomes persistently woken so that in practice little sleep is possible. It could then no longer be said that they are expected to sleep for most or all of the shift, and the worker would likely cease to be a sleep-in worker. It is likely the worker would then be entitled to the minimum wage for the entire shift. In February they work an extra 20 hours. Anticipating that this will take them above their contractual hours by the end of March, you pay them the 20 extra hours - in addition to their normal monthly pay. In these circumstances, you don’t need to make any further calculation.

divide the pay for the period by the number of hours worked in the period, to give an average hourly rate for the periodThe hours for which you must pay a worker the minimum wage depend on the type of work they perform and therefore whether they are: It does not matter whether the requirement is written into their contract or is imposed as the result of local practice or their personal circumstances, the deduction will always reduce minimum wage pay. Hours recorded on a timesheet will count towards the minimum wage for the pay reference period in which the worker worked the hours. You must pay the worker for those hours either in that pay reference period or the next pay reference period. Multiply the agreed daily average hours by the number of days when the worker was in fact available for work for the full number of hours contemplated by the contract - say 4 days: 5 hours x 4 days = 20 hours. These are the hours for which the worker should be paid, at not less than the applicable minimum wage rate.