If so, they are usually entitled to a contractual on call payment as well as at least time and a half rates if they are called out. Whether or not they are also entitled to an alternative holiday depends on whether the public holiday falls on what would normally be a working day:
If the public holiday falls on a day the employee would normally work | |
If the employee is on call... | He or she is entitled to... |
... and is called out | at least time and a half for the actual hours worked, (your employment agreement may provide for more) plus an alternative holiday as well as any contractual on call payment |
... and is not called out but the restrictions of being on call mean the employee has not enjoyed a full holiday (for example, if the employee is required to stay at home all day) | an alternative holiday as well as any contractual on call payment |
... and is not called out but the employee's freedom is NOT restricted - for example, he or she can choose not to accept the call-out | any contractual on call payment but he or she would only be entitled to an alternative holiday if he or she accepts a call-out |
If the public holiday does NOT fall on a day the employee would normally work | |
If the employee is on call | He or she is entitled to |
... and is called out | at least time and a half for the actual hours worked (your employment agreement may provide for more), plus any contractual on call payment |
... and is not called out | any contractual on call payment |