Going part time and not working Mondays

xxxpinkladyxxx

I'm looking to start working part time and would ideally like to have Mondays off but I was wondering, what happens with Bank Holiday Mondays? Do you get extra holiday for that or get paid or do you lose it as that's the disadvantage of having Mondays off? Or is it up to the company you work for with what they do?

Horace

I wouldnt have thought you would get extra holiday to cover for a bank holiday if you don't work mondays - guess that's the disadvantage. Why should a business give you an additional day off?

dan_essex

not sure, don't think you'd get an extra day off though because you won't work mondays.

Scaredy_Cat_3

I used to work 3 days (well 3 part time shifts spread over 3 days). One of those days was a Monday and historically we always used to get the Bank Holidays off and no deduction from our holiday entitlement. Then the company brought in new regulations and since then we were only entitled to a portion of the bank holiday, not the full shift... which meant that after a Bank Holiday (where the office was closed and I did not have the opportunity to work) I ended up owing the company some hours!

I remember moaning about this and saying that if the reverse was true, and my regular shift did not include Mondays, then after the Bank Holiday the company would actually owe me some hours (again for the portion of the Bank Holiday to which I would have been entitled). I think this is the case legally, although I have no personal experience to confirm it.

A friend of mine left and took another job around this time. Her new job required her to work 3 days - one of which was a Monday, but she didn't work Tuesdays. Whenever a Bank Holiday comes round she gets the Monday off but is expected to work Tuesday to make up the time.

Over the last few years, I've noticed more employers doing this kind of thing, and now I think it's probably pretty much standard that if you work part time you are only entitled to a portion of the Bank Holiday and not the full day.

Intergalactic_Floozie

I used to work exactly part time, which was 18.5 hours, and I used to be entitled to half of the bank holiday. A working day was 7hrs 24m, so I would get 3hrs 42m back.

So for example, on a BH I would have to 'find' the other 3hrs 42m out of my own time, be it annual leave or flexi leave.

Other part time colleagues who work 16 hours per week get their holiday allowance in hours (8 hours = 1 day) so they only get half of the day (4 hours) and have to fund the other 4 hours themselves.

Not sure how yours would work though?

jb131

I work 4 days a week and my holiday entitlement is adjusted for bank holidays. There are 8 bank holidays in a year so as a part timer I'm entitled to 8 x 4/5 = 6.4 days. Then my holiday entitlement gets adjusted up or down as appropriate (although I think that my holiday entitlement always rounds up to the next half day).

eg if there are 6 bank holidays on the days that I work I get 0.4 days extra on my holiday entitlement (rounded up to 0.5 days); if there are 7 bank holidays on the days that I work then my holiday entitlement gets reduced by 0.6 days (but rounded down to 0.5 days).

From the replies above it seems like every company does something different....

LittleVoice

Employers are not allowed to disadvantage part-timers simply because they work part-time. If holiday entitlement is x number of days plus bank holidays, then part-timers, whatever days of the week they normally work, are entitled to the same number of holidays pro rata including a pro rata allowance for bank holidays.

That does not mean that everyone has to have the same pro rata amount of holiday. There can still be differences, depending on grade and length of service.

older_non_the_wiser

Hi,

I used to work part time. But if a bank holiday falls on your non working day, as you are not paid for that day, then you not entitlied to extra time or pay for that day. That includes Christmas, Boxing day and Good Friday. Also the holiday entitlement is pro rata, national minimum of 20 days would become 12 if you only work a 3 day week for example. Unless you have something different written in your contact of employment.

LittleVoice

older_non_the_wiser wrote: »

Hi,

I used to work part time. But if a bank holiday falls on your non working day, as you are not paid for that day, then you not entitlied to extra time or pay for that day. That includes Christmas, Boxing day and Good Friday. Also the holiday entitlement is pro rata, national minimum of 20 days would become 12 if you only work a 3 day week for example. Unless you have something different written in your contact of employment.

As from 1 April 2009, the statutory minimum - for someone working 5 or more days a week - is 28 days which can include bank holidays. (It's actually 5.6 weeks.)

To use your example of someone working 3 days a week - they would be entitled to a minimum of 16.8 days holiday. That is the statutory minimum but if full-timers of the same grade and length of service would receive more holiday, then a part-timer gets proportionately more too.

zzzLazyDaisy

Okay, firstly there is no legal entitlement to be paid for bank holidays.

Current statutory holiday entitlement is 5.6 weeks. For someone working 5 days a week, that is 28 days. This includes bank holidays.

Someone working 3 days a week would get 3/5th of this entitlement, which taken over their normal working week would still equal 5.6 weeks annual leave.

If the company gives statutory holiday entitlement only, it is irrelevant whether you get paid for the bank holiday monday or not, what matters is that over the year you get your full entitlement.

However, some companies choose to give paid bank holidays on top of the statutory holiday entitlement. It is unlawful to discriminate against part-timers, so the part-timer should also get the extra holiday allowance - prorata'd. So in that case, the part-timer who works 3 days a week would get 3/5ths of the extra holiday entitlement.

But there is a lot of confusion in this area, and if you are not sure of your rights, you should speak to ACAS, who will work out your holiday entitlement based on your own particular circumstances.