Feriepenger is a holiday allowance with many myths surrounding it. This is mainly due to the fact that this instrument is not known in Poland, and the mechanism of its operation is completely different from how the leave system works in our homeland. Find out everything you need to know about feriepenger.
Feriepenger is not a salary supplement
The most common myth is that holiday pay is viewed as a supplement that comes with your salary. However, this reasoning is not true. Feriepenger is the wage that is paid in lieu of the holiday month wage. In practice, it looks like this: during the year there are 11 working months and 1 month for vacation - and it is during this period that you are entitled to a holiday.
How is feriepenger calculated?
Holiday pay is usually calculated as 10,2% gross of the wage earned in the year before payday. There are, however, some exceptions to this rule, such as when an employee is entitled to a longer period of annual leave, such as the age of 60, or to persons who are entitled to such leave under a collective agreement. Then, the holiday payer will be charged at the higher percentage, usually 12 or 12,5% gross.
When is it due?
The holiday pay period is always the previous year. For example, the holiday season in 2018 will be calculated on the basis of the 2017 salary. There is, however, one exception to this rule. This applies to a situation where an employment contract with an employee is terminated. In such circumstances, the employer is obliged to pay the due holiday payment together with the last payment.
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Not always in June
A common practice in workplaces is the payment of wages in June. However, it is worth emphasizing one fundamental point - it is a practice, but not an obligation. There are no rules governing the month in which holiday pay is to be paid. It is the responsibility of individual employers who set the conditions themselves.
Billing rules
It is worth knowing that the holiday pay is calculated not only on the earned salary. This also includes certain social benefits paid by NAV. These include the following:
- sickness allowance
- parental
- unemployment benefit
If an employee uses one of these benefits, holiday pay is paid by NAV. The remaining benefits cannot be the basis for payment holidays.
