Uncomplicate
rotas and
avoid costly
compliance issues
Deputy simplifies scheduling, leave management, and time tracking to help you remain compliant
Deputy makes it easier to manage hourly workers and help you remain compliant
Hourly workers can mean hourly challenges, including recording accurate timesheets and calculating leave accrual. Deputy simplifies all the admin and helps you prepare fast, accurate payroll for your team.
Uncomplicate leave management with our free guide
Rotas & team management excellence
Save hours on rotas, reduce your labour costs and create an amazing employee experience. Deputy makes it easy to build cost-efficient rotas and share them with your team instantly.
Manage leave requests and balances in one clear platform
Set up leave entitlements in a flash
Request & approve leave from any device
Simplify 52-week holiday pay calculations and enhance accuracy when paying shift workers
Accrue holiday with ease for casual, zero-hour, part-time and salaried employees
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Count on accurate time tracking and avoid costly payroll errors
Streamline tasks like time tracking, meal and rest breaks, and leave accrual
Reduce the risk of compliance penalties by simplifying labour law requirements
See real-time attendance, approve timesheets, and export to payroll to support accurate employee compensation
Don’t let timesheet mistakes and complex compliance requirements create issues for your business.
The 52-Week Holiday Pay Ruling: And What It Means for Your Business
Uncover how to master the 52-week holiday reference rule and ensure fair compensation for your shift workers.Download nowDownload now
Increase employee satisfaction with the app hourly workers love
Uncomplicate rotas and time tracking with the Deputy app right on your employees’ phones.
Make hiring and onboarding a snap with forms, information, training videos, and more built-in
Send rotas directly to your team and communicate instantly in the app
Employees appreciate automatic break and meal reminders that also help you remain compliant
Find out how Deputy can help you uncomplicate compliance with a personalised demo or free trial
Deputy uncomplicates compliance for businesses like yours
Frequently asked questions
- What is the 52-week holiday pay ruling?
The 52-week holiday pay ruling states that if an employee works shifts that vary in hours from week to week, the employer must calculate and pay them a 52-week average for their holiday pay.
- How do I calculate hours worked?
To calculate the hours worked, you need to know the start time and end time of the work period in hours and minutes. Calculate the time difference by subtracting the start time from the end time. This will give you the total duration of the work period in hours and minutes. Convert any minutes in the time difference to decimal form. Divide the minutes by 60, and add the resulting decimal value to the hours. Add the decimal value (if any) to the whole number of hours to get the total hours worked.
- What is the difference between holiday entitlement and holiday pay?
Holiday entitlement is what the worker is entitled to and begins to accrue as soon as the worker starts their job.
Holiday pay is what the worker should be paid for when they actually go on holiday. Workers are entitled to a week’s pay for each week of statutory leave that they take.
- How is Deputy able to handle holiday entitlement and process holiday pay for employees?
Deputy is able to calculate holiday entitlement based on three different accrual methods:
Accrual of leave based on hours worked
Frontloading leave balance
Calculation of entitlement based on working hours or working days per week
Deputy is also able to figure out holiday pay for zero-hour workers by calculating the average hours worked over the last 52 paid weeks referencing all the way up to a 104 weeks.
Compliance Responsibilities
While Deputy’s workforce management software is designed to simplify compliance with many scheduling and timekeeping requirements, it is not a substitute for payroll or legal advice, nor is it intended to relieve you of your obligation to comply with the laws and regulatory requirements that are applicable to your business. It is ultimately each customer’s sole responsibility to pay their employees correctly and in compliance with all legal and contractual requirements. Please review our Product Specific Terms for more information about your compliance responsibilities. The information provided on this website is for general informational and promotional purposes and is not payroll, legal, or tax advice.