This article explains the rules for managing holidays, depending on your collective agreement and your employee's seniority.
Types of holidays
Non-working holiday: Day normally not worked, compensated financially or with time off if worked. The only statutory holiday is May 1.
Ordinary holiday: Not a compulsory day off, and not automatically entitled to compensation. Absences on this day must not result in loss of pay.
Guaranteed holiday: Gives entitlement to an extra day's rest if it falls on a day not normally worked (e.g. a Sunday).
Statutory holidays
Statutory holidays are: January 1, Easter Monday, Whit Monday, May 1, May 8, Ascension Day, July 14, August 15, November 1, November 11, December 25.
Absences on public holidays
In the event of suspension of the employment contract (e.g. illness or industrial accident), the holiday included in this period must be compensated in the same way as other days of absence. Unemployment on ordinary public holidays must not result in any loss of pay.
Seniority
The impact of seniority will have to be added directly to the employee file, in the bank holiday tracker tab. Here it will be possible to choose whether the days will be recovered or paid, employee by employee.
Next, the rules depend on your sector of activity and therefore on your collective agreement.
Rules by business sector :
HCR (Hotels, Cafés, Restaurants)
There are three possible scenarios:
Over 1 year's seniority: The employee is entitled to 10 holidays a year, including 6 guaranteed and 4 non-guaranteed.
Guaranteed holidays: Set by the employer each year. If not taken, the employee may take them within the following 6 months or be compensated.
Non-guaranteed holidays: Financial compensation or rest decided by collective agreement, company practice or employer's decision (with employees' written agreement).
Between 3 months and 1 year's seniority: The employee benefits from 10 annual public holidays without loss of pay, but without compensation if he or she works.
Less than 3 months' seniority: No holidays without loss of pay. No compensation if the employee works.
What about Skello?
Day not worked: No impact on the schedule.
Guaranteed holiday: Your accountant must take this into account for employees with more than one year's seniority. Seniority is indicated in the report.
Public holiday: Create a “Public holiday” absence for the employees concerned.
Day worked: In the report, these hours will appear as having to be increased or compensated according to your collective agreement.
Fast food
There are three possible scenarios:
More than 10 months' seniority: As per article 40 of the collective agreement. The weekly rest period cannot be moved without the employee's agreement.
Between 3 and 10 months' seniority: 10 annual holidays without loss of pay. No compensation if the employee works.
Less than 3 months' seniority: No holidays without loss of pay. No compensation if they work.
What about Skello?
Day not worked: No impact on the schedule.
Public holiday: Create a “Public holiday” absence for the employees concerned.
Day worked: In the report, these hours will appear as having to be increased or compensated according to your collective agreement.
Industrial Bakery
Employees with more than 3 months' seniority are entitled to 10 holidays in addition to May 1st.
What about Skello?
Day not worked: No impact on the schedule.
Public holiday: Create a “Public holiday” absence for the employees concerned.
Day worked: In the report, these hours will appear as having to be increased or compensated according to your collective agreement.
Boulangerie Pâtisserie Traditionnelle
Employees with more than 3 months' seniority are entitled to 10 holidays in addition to May 1st. If a holiday falls during a period of paid time off, the period is extended by one day.
What about Skello?
Day not worked: No impact on the schedule.
Public holiday: Create a “Public holiday” absence for the employees concerned.
Day worked: In the report, these hours will appear as having to be increased or compensated according to your collective agreement.
By following these guidelines, you can manage holidays efficiently on Skello and ensure that all the necessary information is correctly recorded and available for accounting processing.