Key Information for Candidates

General Information: 

Name of employment business: SupplyWell Ltd

Type of contract engaged under: Contract for Services  How often you will be paid: Weekly (on the Friday following the Sunday of the week in which you have worked).

Expected or minimum rate of pay:  SupplyWell educators are paid by the day or the half day. If a half day is worked, the amount paid will be 3/5 of the daily rate for the morning and 2/5 of the daily rate for the afternoon.  The expected minimum daily rates are as follows: SW 1 £80.31 plus £9.69 holiday pay (Total £90)  SW 2 £84.77 plus £10.23 holiday pay (Total £95)  SW 3 £89.23 plus £10.77 holiday pay (Total £100)  SW 4 £107.08 plus £12.92 holiday pay (Total £120)  SW 5 £116 plus £14 holiday pay (Total £130)  SW 6 £138.31 plus £16.69 holiday pay (Total £155)  SW 7 £147.23 plus £17.77 holiday pay (Total £165)  SW 8 £156.15 plus £18.85 holiday pay (Total £175)  SW 9 £165.08 plus £19.92 holiday pay (Total £185) SW 10 £178.46 plus £21.54 holiday pay (Total £200) SW 11 £187.38 plus £22.62 holiday pay (Total £210)  SW 12 £196.31 plus £23.69 holiday pay (Total £220)  SW 13 £212.89 plus £25.70 holiday pay (Total £238.59)  TA/CS £80 (inclusive of holiday pay)  FWF retainer  Teacher £100 (inclusive of holiday pay)  FWF retainer  This may only vary by consent of the SupplyWell educator.

Any other deductions or costs from your pay: Not applicable

Holiday entitlement and pay: Holiday/Annual Leave entitlement is equal to the statutory minimum annual leave entitlement of 5.6 weeks, including bank holidays (or the pro rata thereof, if applicable). Holiday/Annual leave pay is accrued from the start date of your assignment with SupplyWell.  Holiday/Annual leave pay can be paid to SupplyWell educators in one of two ways.  It can be accrued for each week that is worked and then paid to educators during the next School Holiday Period. This is to provide pay when educators are not working (see example A below). Alternatively, educators can opt to be paid their holiday pay weekly, with their wages, and no further payment will then be made when time off is taken (see example B below).  Educators must advise us which option they would prefer. If no preference is indicated, the default option is Option A, to accrue holiday/annual leave pay.

Additional benefits: None

Example A: Representative example of your weekly pay (when holiday pay is accrued): 

Example weekly rate of pay: £116 per day x 3 days = £348 gross pay per week

Deductions from your wage required by law: PAYE Tax: £21.20  EE National Insurance: £8.48

Any other deductions or costs from your wage (e.g. N/A in this example pension or student loan):  (No student loan or pension payments are due in this  example)

Any fees for goods or services: N/A in this example

Example net take home pay: £318.32  An additional £42 (3 x £14) holiday pay would be accrued for payment during the next school holiday period.

(For illustration purposes only, based on tax code 1257L, which is cumulative, for an employee solely working for SupplyWell in a tax year) 

Example B: Representative example of your weekly pay (when Education supply worker has opted to receive holiday pay weekly): 

Example weekly rate of pay: £130 per day  (Rate of £116 plus £14 per day holiday pay) x 3 days = £390 gross pay per week

Deductions from your wage required by law: PAYE Tax: £ 29.60  EE National Insurance: £11.84  Any other deductions or costs from your wage (e.g. N/A in this example pension or student loan):  No student loan or pension payments are due in this example)

Any fees for goods or services: N/A in this example

Example net take home pay: £348.56 

No other payment would be made for holiday pay 

(For illustration purposes only, based on tax code 1257L, which is cumulative, for an employee solely working for SupplyWell in a tax year)