The 10 worst excuses for not paying minimum wage

The 10 worst excuses for not paying minimum wage

The ten worst excuses for not paying minimum wage

1. The employee wasn’t a good worker so I didn’t think they deserved to be paid the National Minimum Wage.

2. It’s part of UK culture not to pay young workers for the first three months as they have to prove their “worth” first.

3. I thought it was OK to pay foreign workers below the National Minimum Wage as they aren’t British and therefore don’t have the right to be paid it.

4. She doesn’t deserve the National Minimum Wage because she only makes the teas and sweeps the floors.

5. I’ve got an agreement with my workers that I won’t pay them the National Minimum Wage; they understand and they even signed a contract to this effect.

6. My accountant and I speak a different language – he doesn’t understand me and that’s why he doesn’t pay my workers the correct wages.

7. My workers like to think of themselves as being self-employed and the National Minimum Wage doesn’t apply to people who work for themselves.

8. My workers are often just on standby when there are no customers in the shop; I only pay them for when they’re actually serving someone.

9. My employee is still learning so they aren’t entitled to the National Minimum Wage.

10. The National Minimum Wage doesn’t apply to my business.

What are the excuses that you have heard? Let us know in the comments below. 


  • Sir
    Sir
    Fri, 27 Jan 2017 1:20pm GMT
    Dear PM - as mobile phone companies, Rail ticket pricing departments and energy supply companies have realised - if you make something that is basically simple into something that is way too complicated then everybody loses the will to live and you can get away with anything.
    I feel your comment has similar origins.
    Employers should just pay NMW and be done with it, rather than become embroiled in 'fancy maths'.
    ALL of your questiond would be very easily dealt with by an HR professional in 5 minutes (or less).
  • PM
    PM
    Thu, 12 Jan 2017 8:33am GMT
    Unfortunately, it is not as simple as your article and the government make out and I would advise all HR professionals to review their practices and procedures. Some of the key pitfalls include;
    1. Do you pay staff for the hours they are required to work on their rota or for the hours in which they clock in. If they clock in 10 minutes early, is that time being paid?
    2. If an employee decides to work on half an hour in the evening as they are being picked up from work, is this time being paid even if it isn't authorised by a manager?
    3. If you allow staff to work additional hours and then take time off in lieu, is that time off taken in the same pay period or a different one?
    4. If you pay a minimum wage salary (i.e. 12 equal payments) do you document the annual hours required and do you record actual hours worked against annual hours?
    5. If you pay national living wage salary, do you pay £7.20 * weekly hours * 52 as per the TUC web-site, or do you pay £7.20 * weekly hours * (365 days / 7) which is slightly more?
    Very easy to criticise, but worth looking at Michel Roux Jr's take on it, as he was recently fined for this.
  • Sir
    Sir
    Wed, 11 Jan 2017 2:00pm GMT
    ... or number 11 - the only honest one - "I'm trying line my own grubby little pockets."

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