Hello Annabelle, the first thing you could and should ask for is an itemised payslip, perhaps one with more detail and a breakdown of how your pay was calculated. Alternatively you could ask for a separate breakdown, something they would create specifically for you just to answer your queries in relation this.
In terms of sick pay, you would not be automatically entitled to full pay unless you had a contract which gave you such a benefit. Otherwise you would only potentially get Statutory Sick Pay if you meet the required criteria. It is not much though, it’s less than £100 a week. There is no such thing as guaranteed 2 weeks of sick pay per year – you either get the entitlement you have under contract (it could be full pay, or half pay, pr anything else), or if you have no contractual entitlement to sick pay then it would only be SSP as long as you meet the eligibility criteria for it. You can of course ask the employer what your sick pay eligibility is as they would know and that may clarify things a bit more for you.
When it comes to getting paid for training, this is somewhat of a legal grey area I'm afraid. Under law a worker is entitled to be paid for anything that constitutes 'working time'. This would obviously include normal working hours and any other time that is defined as working time under contract, such as paid overtime. If the contract is silent on whether training counts as part of working time, it would be for the employee to show that this was the case and they were entitled to be paid for that time.
Reg. 2(1) of the Working Time Regulations states that working time covers periods during which a person is receiving 'relevant training'. However this excludes training on a course run by an educational institution or training establishment.
In addition, the Government's Business Link advice service states that working time includes job-related training but does not cover evening classes or courses run by an external training provider.
Therefore, where a worker attends a training course that is outside normal working hours but is nonetheless job-related, the time would count as working time and you should be paid for it. However, this is only on the proviso that the course was not run by an external person or organisation whose main business was the provision of training.
If the course was run by an external person or organisation whose main business was the provision of training, the time spent training is unlikely to qualify as ‘working time’ and as such you would not normally be paid for it. You could therefore use this in deciding whether you should be paid for attending training on your days off, or at any other time in addition to your normal working hours.
I would also point out that if you are contracted to work 17h a week then that is what the employer is obliged to pay you for, even if you do not end up working these hours. If they do not then they are likely to be acting in breach of contract so it is another issue you may wish to raise with them.
I trust this has answered your query. I would be grateful if you could please take a second to leave a positive rating (selecting 3, 4 or 5 starts at the top of the page). If for any reason you are unhappy with my response or if you need me to clarify anything before you go - please get back to me on here and I will assist further as best as I can. Thank you