Since 2005 it has been the accepted practice to pay at least the minimum hourly rate for ALL hours spent on shift. In a nutshell this means that if your hourly rate is just on the minimum wage and you sleep in, then the sleep in payment you receive should equate to the minimum hourly rate for hours asleep, not just a lump sum of £25 £30 etc. This can easily be checked, Google it! After 2005 and the success of the tribunal case, most local authorities implemented the increase in wages immediately. I asked in 2015 a senior manager within Voyage what they were doing about it and he said " WE ARE LOOKING INTO IT!" (10 years???)
Also for those employees who sleep in, their holiday pay entitlement should include an element of those sleep in payments as Employment Law states that an employee should not be financially disadvantaged for taking a holiday but Voyage do not include sleep in payments within holiday pay. Once again, "WE ARE LOOKING INTO IT!"
