Changes to pay from 1 April 2019
This communication sets out information about an increase to certain pay rates and some other changes Royal Mail is making to make it easier for you to understand how and what you are being paid for.
We are pleased to announce that Royal Mail is increasing certain elements of pay by 2% for agency workers who meet the qualifying period of service under the Agency Worker Regulations (i.e. agency workers who work 12 weeks in a row for Royal Mail). The 2% increase applies across eligible areas of pay. We will apply these increases for shifts worked on or after 1 April 2019.
As an agency worker, if you work 12 weeks in a row for Royal Mail (and so meet the qualifying period of service under the Agency Worker Regulations), you are entitled to be paid for meal breaks. This pay is currently given to you through an enhancement to your hourly rate of pay. Following feedback that this is causing confusion and leading some agency workers to think that they are not being paid for meal breaks, we are removing the meal break enhancement from the hourly rate of pay. Instead, your paid hours will increase to include paid meal break time. This change should make it easier for you to see that you are being paid for the agreed breaks you take during the working day. This change will come into effect from 1 April 2019.
Note that in the first 12 weeks of an assignment there is no entitlement to paid breaks and there will be no change to this.
Meal break entitlements vary according to the particular role you are covering. If you are unsure what your break entitlement is, please speak to a Royal Mail manager at the site where you are working.
As an agency worker, if you work 12 weeks in a row for Royal Mail (and so meet the qualifying period of service under the Agency Worker Regulations), you are entitled to be paid for holiday over and above the 28 day minimum holiday amount which you receive in the first 12 weeks of an assignment (additional holiday). The actual amount of additional holiday you receive will vary depending on the particular role you are working in. Currently you are paid for additional holiday through an enhancement to your hourly rate. We have received feedback that this method of paying for holiday is leading to confusion and to some agency workers thinking they are not being paid for the holiday they are entitled to. We are therefore removing the enhancement to your hourly rate for additional holiday. Instead, you will be paid for holiday when you take your holiday. This change will come into effect from 1 April 2019.
Note that the minimum 28 days holiday amount assumes full time work and entitlement to holiday is pro-rated if you work less than full time hours.
If you have any questions about these changes, please contact firstname.lastname@example.org
Note that due to the removal of enhancements to basic pay for holiday and breaks, you may not see a 2% increase in your hourly pay rate.