As a team member it is extremely important that you follow the correct procedure in reporting your absence should you be unable to come into work due to illness or an accident.

• You must notify a member of management at your place of work at the earliest opportunity and in line with local policies regarding notification of absence.
• It is not appropriate to inform management via email or text message
• It must be you who telephones your Manager, unless in exceptional circumstances
• Whilst you are absent you must keep your Manager regularly informed and wherever possible inform them of your likely return to work date
• For any absence less than 7 days you must complete a Self-Certificate form
• Any absence over 7 days must be covered by a doctor’s fit note
• Original doctor’s fit notes must be produced at all times

For further help and guidance please refer to the Absence Policy available on this portal

Illness

It is an offence to work with food whilst suffering from certain illnesses. If you or a member of your family are suffering from any disease or illness, including sickness and /or diarrhoea you must notify your Line Manager or Team Leader immediately, particularly before entering a Production area. Refer to the Illness Reporting code for further guidance.

Stool Testing, under certain circumstances, you may be required to undertake a stool test to ensure that you are safe to return to food-handling areas. For further details please consult the Absence Policy.

Medicines must not be taken into Production areas with the exception of emergency medication. Please seek advice from your Manager. For the work place, please also check with your Manager as to where medication is stored as it will change from site to site.

Return to Work interviews are conducted whenever you return to work after a period of absence. They are conducted to:

• check that you are well enough to return to work (if your absence was health related)
• check that there are no food hygiene or Health and Safety reasons to prevent your return to work e.g. travel to foreign countries, food poisoning etc.
• update you on any changes in the workplace since you have been away
• review your attendance record and discuss any issues and concerns

Return to Work interviews may be conducted by your Line Manager, Occupational Health Nurse, a member of the HR Team or a combination of the above. N.B. Absences such as jury service will not require a Return to Work interview.

When serving your notice, there may be circumstances where you are not well enough to come to work. If this is the case your employment will cease on the final day of your notice period, and you will be paid for this period at the rate of sickness pay appropriate to your role and circumstances. This could be Statutory Sick Pay (SSP) at the current government rate (if you satisfy the qualification conditions), or Company sick pay if you have entitlement to this (at the discretion of the Group), or unpaid if you do not qualify for either of these.

For further help and guidance please refer to the Absence Policy available and the Disciplinary Procedure on this portal

Unauthorised absence

It is the Company’s usual policy (subject to mitigating circumstances the Company deems appropriate to consider) to terminate a team member’s employment without notice if he/she has a period of more than 10 working days unauthorised absence.

For further help and guidance please refer to the Absence Policy available and the Disciplinary Procedure on this portal.

If you are planning on adopting a child, please let your Manager know as soon as you receive notification that you have been matched with a child for adoption. This will help us to ensure that you receive your statutory adoption rights based on current legislation. The law covering adoption is subject to change from time to time.

For further help and guidance please refer to the adoption section of our Family Friendly Policy available on this portal

You are required to take a break or breaks each day in accordance with the provisions of your Offer Letter or Contract.

Each site provides a variety of facilities for meals, from canteens, to vending machines and microwaves.

Any employee member accepting or soliciting a bribe or commission is liable to be dismissed. Therefore, you must not accept personal gifts, inducements, commissions or lavish entertainment during the course of your employment. Any such offer must be declared to your Manager and dealt with in accordance to the Company’s Anti-Corruption and Bribery Policy”. Failure to do so may result in disciplinary action in line with the Company’s Disciplinary Procedure and lead to dismissal without notice

For further help and guidance please refer to the Anti-Corruption and Bribery Policy available on this portal

During the course of your working life, you may find yourself in possession in information which is of a confidential, sensitive or personal nature. This may include but is not limited to:

• Customer lists
• Formulae design, layout and operation
• Pricing discounts and rebate policies
• Applications and Terms and Conditions of Employment
• Acquisition or disposal policies
• Strategies, plan and negotiations
• Other employees’ personal affairs

You must not, without the express authorisation of your Manager:

• Disclose any information of a confidential nature concerning the Group’s current or future business interests to anyone who is not an employee of the Group (or the wider business) or to any employee whose job does not directly require the knowledge
• Remove from any of our premises any information of a confidential nature concerning the Group’s current or future business unless in the legitimate course of your duties

On termination of your employment, you must:

• Not retain within your possession any information of a confidential nature concerning any aspect of the Group’s current or future business
• Continue to observe your obligation above regarding non-disclosure of any information of a confidential nature concerning the Group’s current or future business

As a team member, you have a duty of fidelity, trust and confidence to the Group. Therefore, you must not do anything, whether at work or elsewhere, which could detrimentally affect our reputation or business interests. Any breach of this duty will be dealt with according to the Disciplinary Procedure.

You are required to seek the Company’s permission to undertake another job, whether paid or unpaid, whilst you are employed by us. This will not be unreasonably withheld. We want to make sure that this is unlikely to have any adverse impact on your ability to perform your role and to keep you safe. You may not be permitted to undertake or continue other employment should there be a conflict of interest between this job and the interests of the Group. You must inform your Manager of your intention to undertake a second job prior to accepting or starting in the other role.

In the event that you are absent which we believe is as a result of carrying out your second role, we reserve the right to withhold Company Sick Pay.

You may not without your Manager’s prior approval enter into any contract with, or commission any work from, any supplier in which you or your relatives or friends have an interest of any kind.

You may not, without your Manager’s approval, engage friends and relatives into employment.

Position Statement:

BPO Manufacturing has committed to ensuring that there is sufficient CCTV in place on site for the monitoring of personnel, visitors, contractors and to maintain site security.

Objectives:

To ensure effective monitoring of personnel’s, visitors’ and contractors’ on site, for the Food Safety Culture, Employee Wellbeing, Safety and Good Manufacturing Practices of the business and all team members.

Scope:

BPO Division: Primary, Value Added, Bakery This procedure applies to all CCTV monitoring equipment on site, all employees, visitors and contractors.

Procedure:

M1. CCTV System

1. The CCTV system must be operational and images are capable of being monitored twenty-four hours a day throughout the year. All CCTV cameras are configured to record images only: any sound recording facilities will be switched off or disabled.
2. All employees, visitors and contractors must be made aware of the presence of the CCTV system by appropriate signage which must be clearly visible, readable and sets out the purposes for processing the CCTV images and identifies BPO as the data controller responsible for processing those images.
3. The CCTV equipment must be maintained and tested in accordance with a regular schedule. A competent, designated personnel on site will be responsible for testing the quality of images to ensure that recorded images and prints as well as live images are clear and fit for purpose.
4. Images captured by cameras will be recorded on equipment located securely in a self-contained room within the site buildings. Access must be restricted and individually assigned and recorded on each entry/exit.
5. Recorded media must be stored for a minimum of 6 months or until capacity is reached, whichever is the shorter period. After 30 days it will reduce to 1 frames per second, excluding all lairage/welfare cameras which remain at 180 days.

M2. CCTV Privacy Impact Assessment

1. A CCTV Privacy Impact Assessment (PIA) must be carried out at each site prior to introduction of CCTV operations on site using ‘BPO UKP CCTV Privacy Impact Assessment Form (PIA)’ and in accordance with the data protection principles.
2. CCTV PIA Form must be regularly reviewed, minimum annually and after significant changes to site buildings and operations, to identify and reduce privacy risks and ensure that CCTV use remains justified.
3. Authorisation to proceed must be signed off and recorded on the PIA form prior to launch of CCTV monitoring operations on site.

M3. CCTV Monitoring Room

1. Access to view CCTV recordings must be restricted and the monitoring system must only be used for the purpose it was intended for.
2. Handling of images and information within the CCTV Monitoring Room must be carried out in accordance with these procedures and the Group CCTV & Surveillance Policy.
3. Where possible, CCTV Monitoring Room shall be located close to the factory to enable quick access when necessary.
4. No mobile phones are permitted while monitoring.

M4. CCTV Monitoring Personnel

1. One CCTV GMP Auditor must be present on each shift during factory operational hours (production only). The auditor will report directly to Head of Technical / Head of Human Resources or Technical Manager /(Human Resources Manager in the absence of a Head of Technical.
2. The Auditor must be fully trained on all relevant site procedures, including the internal audit procedure, GMP and relevant bulletins prior to commencement.
3. Suitability of a candidate for the role of GMP Auditor must be thoroughly assessed to ensure that they:
   1. Have good attention to detail
   2. Have excellent understanding of the site GMP rules and be able to explain the reason behind these rules to operators, supervisors and area managers.
   3. Be able to speak and write very good English.
   4. Be confident in engaging teams at all levels and be proactive in preventing significant GMP breaches.

M5. CCTV Monitoring Programme

1. The monitoring routine will consist of the following:
   1. One hour at a time monitoring GMP on CCTV camera recordings on screen (Cameras in production and packing areas).
   2. Another hour in the factory, physically verifying conformance against procedures and site GMP rules and engaging with team leaders and area managers; coaching and supporting staff with learnings and driving food safety culture and standards.
   3. The above shall result in 50% of the auditor’s time used in monitoring GMP via CCTV and the other 50% used in following up findings/investigating and challenging practices on the factory floor. Or if resource allows, it can be one person watching the camera’s and one in the factory, physically verifying conformance against procedures and site GMP rules and engaging with team leaders and area managers.

CCTV and GMP Verification Daily Shift Schedule (standard morning shift example)

1. Monitoring Staff present
2. Breaks will be taken in line with company policy and compliance with Health and Safety Standards (DSE).
3. Appropriate cover of monitoring activities above must be provided during holidays and other absences, as well as during overtime and early starts. A member of the factory QA team shall be trained to provide cover when necessary.

M6. CCTV Monitoring Records and Corrective Actions

1. All findings and time spent monitoring each camera must be logged. Communication of issues to the factory floor and/or Technical Manager/Head of Technical shall be in real time and actions taken must also be recorded.
2. GMP Auditors must challenge, coach/mentor and support (offer advice) immediately after bad practices are observed.
3. Records of bad practices observed and actions taken shall be transferred onto a database accessible only to a predefined list of colleagues. These must enable easy extraction of common themes/findings for training purposes.
4. Implementation of any new ways of working or improvement actions must also be monitored and recorded.

M7. Findings and Escalation

1. Non-conforming practices shall be categorised as either minor, major or critical.

   Minor Non Conformances – isolated instances of GMP failures e.g. incorrect hair coverage, dirty or damaged overall, excess make-up etc. Failure to make corrective action following initial report may result in disciplinary action in accordance with Company’s disciplinary procedure.

   Major Non Conformances – numerous instances of the same GMP failures, significant compromise to process or product integrity such as temperature abuse (stock left out of chillers for more than 30 minutes), an isolated tray without a label, evidence of product contamination which gets detected and resolved, etc. Failure to follow procedure resulting in major non conformances may result in disciplinary action in accordance with Company’s disciplinary procedure.

   Critical Non Conformances – Evidence of product contamination which goes undetected, food handlers picking meat off the floor, floor meat put on production line, poor line clearance and line gaps, label changes during a production run, two kill dates at the same work station and other breaches to bulletin 15 requirements. Critical Non Conformances may be considered gross misconduct and will be dealt with in accordance with the Company’s disciplinary procedure.

   NCN Category Themes (not limited to):
   Meat on Floor
   Culture/general bad practice
   Use of Mobile Phones
   Personal Hygiene – washing of hands
   Process Hygiene
   Equipment Handling
   PPE
   Labelling & Traceability
   Non-Conforming Product
   Product Handling
   CCP
   Weight Control
   Temperature Control
   H&S Breach

   • (If >10 minors in any sub-category then it becomes a Major. Example: 11 people not washing hands correctly would become 1 major).
2. All minor non-conformances shall be reported to the area leader and resolved immediately. Major non-conformances shall also be reported to the Technical Manager or Head of Technical and the Site Director or General Manager and resolved immediately. A member of the divisional Senior Management Team shall be informed of any critical non-conformances raised.
3. A weekly score of findings shall be generated as follows and communicated through the weekly technical dashboard:
   • <10 Minor Non Conformances per week – Green
   • ≥10 Minor Non Conformances or 1 Major Non Conformances per week – Amber
   • >1 Major Non Conformance or 1 Critical Non Conformance – Red.

M9. Guidelines for Implementing CCTV Monitoring

1. For new or amended use of CCTV please complete the BPO UKP CCTV Privacy Impact Assessment Form (PIA)’ in accordance with the data protection principles.
2. Map the current coverage of CCTV (Internal & External) and log where the blind spots are and whether all key processes and CCP areas are covered by the current camera’s. Also include coverage for areas where Induction Training is completed. For areas identified as not having sufficient coverage or that don’t have appropriate camera’s (i.e. Atex rated for areas using powders) please add these requirements to the sites capital project log for resolution.
3. Survey the quality and direction of the images from the current camera’s and create a log of which camera ID’s refers to which areas of site coverage. Please ensure that Whistleblower posters are not positioned within areas that are covered by CCTV that could identify colleagues.
4. Create a room for the monitoring of CCTV which allows privacy and adequate space for the required number of monitor screens. Also provide lockable areas for holding sensitive documentation.
5. Set up an effective method of communication between the CCTV Monitoring room and the key contacts within the factory i.e. 2 Way radios.
6. All staff that will monitor CCTV must be suitably trained and have signed an appropriate NDA prior to monitoring CCTV.
7. Ensure that signage around the site reflects the current use and purpose of CCTV and that employees are made aware of the use of the CCTV data.

Also please refer to the CCTV section in A to Z in the Book of Everything.

We reserve the right (at any time) to deduct from your wages/salary any overpayment made and/or monies owed to the Group by you, including but not limited to, any excess holiday, outstanding loans, advances and the cost of repairing any damage or loss to company property caused by you.

This will be in instalments of up to 10% of your gross pay until the total amount is recovered. There is no 10% limit when such a deduction is made from your final instalment of wages or holiday pay.

By signing your contract, you give your irrevocable agreement to the Group making the above deductions.

Please note that if we also discover you have acted dishonestly in the course of your employment (and in some cases, outside your employment), you will be subject to disciplinary action which is very likely to lead to your dismissal.

(Please refer to the disciplinary and poor performance procedures available on this portal)

You may be entitled to a reasonable amount of unpaid time off during your working hours to help dependants in certain emergency situations, e.g. to help them or make arrangements for them if they fall ill or are injured or give birth; because of an unexpected disruption to current arrangements for their care; or an unexpected incident involving your child at school. The Group will consider sympathetic requests for unpaid time off work for emergencies involving family or other dependants subject to prompt notification and the provision of satisfactory evidence when requested.

If you are a carer of an adult, you are entitled to request flexible working (in a similar way to parents caring for young or disabled children).

For further help and guidance please refer to our Family Friendly Policy available on this portal or speak to HR.

As well as performing your usual job role, you may also be required to carry out such additional or alternative duties, either at your current workplace or another site as the Group considers appropriate to your abilities including duties which would not normally be associated with your job title such as may from time to time reasonably be required of you.

You are entitled to apply for flexible working if you have worked continuously for the Group for 26 weeks and you have not made a request in the past 12 months.

We will give serious consideration to such applications, but requests may be refused if there are valid business reasons for doing so.

Please see the Flexible Working Section of the Family Friendly Policy

For most, the holiday year runs from 1 January to 31 December, but please refer to your contract to confirm this and to find out your annual holiday entitlement.

General rules regarding booking holiday:

• Please give as much notice as possible in writing if you wish to take holiday

The minimum periods of notice are:

• Two weeks for a holiday of less than one week
• Four weeks for a holiday of one week or more

Generally holidays are for a minimum period of one day and a maximum period of two weeks, other than in exceptional or site specific circumstances. If you want to request a holiday of more than two weeks, you must make your request at least two months before the date you wish the holiday to start.

It is important that you do not make any holiday arrangements until your holiday has been authorised, as all holiday is at the discretion of the Group. Holiday requests will be dealt with in order of receipt.

We reserve the right to require you to take holiday to which you are entitled in your holiday year on certain dates by giving you notice of that requirement.

Accrual of holiday

During the first year of employment, holiday accrues at the rate of one twelfth the annual entitlement for each complete month. You may not be able to take paid holiday in excess of the amount you have accrued at the time. After your first year of employment you may be permitted to take paid holiday in excess of the amount accrued at that time provided this is authorised by your Manager.

Holiday entitlement does not accrue during any unauthorised absence from work.

Failure to return from holiday

If you fail to return to work after a holiday without notifying us of an acceptable reason (in the opinion of the Group), on or before your agreed date of return, your absence from the first day you failed to return will be considered unauthorised absence. The matter will be dealt with under the Disciplinary Procedure on your return.

Sickness during holiday

If you are sick or injured during a holiday period and would have been incapable of work, you may choose to treat the period of incapacity as sick leave and reclaim the affected days of holiday.

Employees already on sick leave before a pre-arranged period of holiday may choose to cancel any days of holiday that coincide with the period of incapacity and treat them as sick leave.

Relevant sick pay will only be paid for such days if you comply with the Absence Policy, including notifying your Manager immediately of your incapacity and obtaining medical evidence, even if you are abroad.

Dishonest claims or other abuse of this policy will be treated as misconduct under our disciplinary procedure.

Please refer to the disciplinary and poor performance procedures on this portal

Carrying forward of holiday

In most cases, holiday entitlement may NOT be transferred from one holiday year to the next. Therefore, any holiday you do not take by the end of the holiday year will be lost. 

Working on Public Holidays

To maintain our customer service levels, you may find that you have to work on national public holidays. Details of this requirement and how much you will be paid are set out in your local Terms and Conditions of Employment.

Leaving employment

When you leave our employment, your statutory holiday entitlement up to and including your leaving date will be calculated. Your final wages/salary will be reduced or increased in accordance with the number of days of holiday taken in addition to or less than your entitlement at your leaving date.

The Group has the right to require you to take any unused holiday entitlement during any notice period.

Your normal weekly basic hours and days of work per week will be agreed at the time of your appointment and are set out in your contract or letter of appointment. You must arrive at work in good time to start work.

You may have to change your hours or days of duty, or work additional hours to get the job done and out to the customer. Alternatively, if there is a shortage of orders and we are unable to find you suitable alternative work, we may have to ask you to work shorter hours or to take holiday until the situation is resolved. Either way, we will expect you to be flexible and adaptable to meet the needs of the business.

Working Time Regulations

Under employment law, you have the right not to be required to work more than an average of 48 hours a week, over a 17-week period. You may, however, agree to work more than this limit, provided you sign the agreement to it in your contract. If you do not sign such an agreement, you will not be allowed to work more than an average 48 hour working week and this may reduce your wage/salary if you have previously worked more than 48 hours a week on average.

If you are called for jury or witness service, you should request leave of absence from your Manager as soon as possible.  You should produce written evidence that you are required to attend court as a juror or witness.  Depending on the demands of the business, we may request that you apply to be excused from or defer your jury service.

Employers are not required to pay employees while they are absent on jury service.  You will be advised at court of the expenses and loss of earnings that you can claim should this be the case.

If you become pregnant, please let your Manager know as soon as possible after the pregnancy is confirmed. This will ensure that you receive your statutory maternity rights based on current legislation.

For further information please refer to the Maternity section of the Family Friendly Policy on this portal.

The notice periods between you and the Group will be detailed in your contract of employment. For longer serving team members statutory notice calculations will be applied if they exceed your contractual terms.

In addition, the Group reserves the right to:

• Terminate employment without notice or wages in lieu of notice if you are guilty of an act of gross misconduct. (The Disciplinary Procedure, located in this portal, explains what may be considered to be gross misconduct)
• Pay you only up to and including your last actual day of work if you leave without giving the correct notice period
• Once notice of termination of employment has been given, your obligations under your contract will continue until your last day of employment. The rules regarding other work (please see Conflict of Interest) continue to apply until your employment ends
• Pay the equivalent of net wages/salary in lieu of a period of notice

To make a request for Parental Leave, please discuss your requirements with your Manager. You will qualify for parental leave if you:

• Are a parent of a child under 18, meaning a person named on the child’s birth certificate or a person having or expecting to have parental responsibility for the child under the law
• Have been continuously employed by us for one year by the time you wish to take leave
• Are taking the leave to look after the child or make arrangements for the child’s welfare

Each parent can take 18 weeks parental leave for each child. This is on top of any entitlement to Maternity, Parental Leave or Shared Parental Leave.

You are entitled to take Parental Leave at any time up to the child’s 18^th Birthday; it is the same if the child is adopted.

Your contract of employment continues during Parental Leave and you will be entitled to return to the same job.  However, you will not be paid during the leave period and it will not count for the accrual of holiday pay other than statutory holiday entitlement.

For more information refer to the Parental Leave section of the Family Friendly Policy on this portal

If your partner becomes pregnant, please let your Manager know as soon as possible after the pregnancy is confirmed. This will help us to ensure that you receive your statutory paternity rights based on current legislation.

For further information please refer to the paternity section of the Family Friendly Policy on this portal

The Group does not recognise a normal retirement age. Those team members who are eligible for insured benefits, e.g. Death in Service, Disability and Medical Insurance, should note that their membership of such schemes will terminate automatically at State Pension Age.

We are required by law to provide a qualifying workplace pension for you. Please refer to your contract regarding your own pension arrangements. Minimum requirements are that following assessment and if you meet the required criteria, with regards to age and earnings, you will be enrolled in one of our workplace pension schemes and you will be able to opt out if you do not wish to be a member.

If you’re over the State Pension age, you won’t be automatically enrolled into a workplace pension, but you have the right to opt in until age 74.

You must inform us, of any change in your name, marital status, address and bank, or other personal details. Any notice sent by post to the address last notified to the Group shall be considered to have been properly given.

The Company accepts no responsibility for private correspondence sent to team members at its address.

Please note that we are required to maintain personal information and records about you, including on occasion medical information, for payroll and statutory purposes and to monitor compliance with the Group’s policies and regulations. Such information is maintained on a confidential basis and will only be revealed to external authorities which have a statutory right to receive it, and, internally, to management with a legitimate interest in it. In some circumstances you are entitled to view your personal records and, if you wish to do so, you should write to HR.

We may require you or your personal belongings on our premises (e.g. pockets, locker, bag, car) to be searched at any time. You will be allowed to ask a colleague to be present as a witness whilst the search takes place. Unreasonable refusal to submit to a search will be dealt with according to the Disciplinary and Poor Performance Procedures and may be deemed sufficient grounds for summary dismissal.

In the unfortunate event of a redundancy situation arising, we will endeavour to find suitable alternative employment for team members within the Group. During consultations with individuals and/or groups affected by the situation we will listen to all ideas and suggestions regarding alternative positions, and offer training where necessary. If no suitable alternative can be found, our usual policy is to pay redundancy payments at the statutory level only.

All offers of employment are conditional upon receipt of references satisfactory to the Group. Unsatisfactory references may result in the offer being withdrawn or your employment being terminated.

After you have left us, any reference given on request by your new employer will be provided at our discretion and be factual only.  References are issued by HR and we do not normally provide open references, or allow local management to provide references.

We are committed in providing a superior quality service to our customers. We understand that our success is built on technical knowledge, skills and motivation of our people.

We have therefore made the development of our colleagues a key part of our management process. As a colleague, training is key to you carrying out your role, you are expected to play your full part in helping to identify your training needs and to take responsibility for ensuring that you have all the skills and knowledge you need to do your job efficiently and effectively. Training will be provided from day 1. You will progress through our site induction, being trained in such areas as food safety and health and safety, onto our on the job training. Your training covers everything you need to become skilled in your role. You will progress through refresher training, where required, so you are consistently operating at the right standard.

Because we need to maintain our position in a very competitive industry, it is a condition of your employment that you are willing and able to re-train as and when the requirements of the job change or new machines or technologies are introduced.

As you progress through the business, you will also be expected to pass on your skills and expertise to less experienced colleagues, and, when requested, be willing to help train new colleagues. If, at any time, you find it difficult to reach the performance levels required of you or if you have any other training issues you should discuss the situation with your Line Manager. All training is carried out in line with our Equality & Diversity Policy.

There is no training which the Company requires you to complete and which the Company will not bear the cost of.

You may be required to transfer on a temporary or permanent basis to a different department or site depending on business needs. We will try to give you reasonable notice of any transfer. However, there may be occasions, when the operational need is urgent, when you will be required to transfer to a site office which is reasonably close to your own, with little or no notice.

If it is your wish to transfer to another site within the Group, as a matter of courtesy you must speak with your line manager and HR before arranging any alternative employment. You may not be able to transfer without completing these steps.

In arranging any transfer and alternative employment, we will always try to take into account your wishes and reasonable requirements, but the overriding consideration will be the needs of the business.

Both wages and salaries can only be paid by bank credit transfer directly into your bank or building society account. Payments may not be made into a bank account which is not in your name.

Unfortunately, if you do not have a bank account you will not be allowed to work until you do, nor will you be paid for this period.

Wage/Salary payments are made, dependant on where you work in the business and you should ask your Manager if you are unsure.

For each pay period, you will receive an electronic itemised payslip detailing earnings and deductions. Please be mindful that any bank holidays may affect the timings of such payments.