bank holidays for part time workers

liney

I would work it out in hours, then designate the hours to the BH he needs to book on the planner leaving him with his floating hours. A very transparent system which can't result in any confusion.

Don't forget you can't round down, and that 'weeks' are his working weeks so equate to 32 hours, or whatever he normally works.

mlz1413

Would you give me a worked example of that please?

I've done so many calculations that I can't work that out - do I add on all bank holidays to holiday allowance, why only the ones he needs to book? if he isn't in fridays he doesn't need to book them, if its the mondays all full time employees get those so part-timer can't be treated unfavourable

gosh i'm confused!

KiKi

mlz1413 wrote: »

I had always thought Xmas & Boxing day were Public holidays - ie every person in the UK was entitled to them or payment in lieu of them, where as the other days are Bank Holidays and there is no automatic right to them, but I think I'll have to put that thought aside and just treat all the same.

This guy's contract says 25 days holidays in addition to the bank holidays, part time employees are pro-rata.


My new workings in weeks are .....
5 hols + 1.8 bank hols this year = 6.8 pro-rata at /5*4 gives him 5.44 weeks holidays.

If your still with me he can take 4 weeks whenever he wishes and then the 7 bank holidays falling within Mon-Thur count as 1.4 of a week due?

Why are you calculating in weeks? That's very complicated!

When you are part-time, you have to 'forget' about BHs. You should calculate all your leave together, regardless of whether it's AL or a BH. So this is how it works:

He's entitled to 25 AL days, pro rata, which is 20 days.
He's entitled to 8 BHs, pro rata, which is 6.4 days.

His total holiday allowance over the year is therefore 26.4 days. If a BH falls on a Monday-Thursday and he doesn't work on that day, then it comes out of that 26.4 days. If a BH falls on a Friday, he's not working anyway and it's irrelevant.

That's all there is to it, nothing more complicated.
HTH
KiKi

mlz1413

KiKi wrote: »

Why are you calculating in weeks? That's very complicated!

When you are part-time, you have to 'forget' about BHs. You should calculate all your leave together, regardless of whether it's AL or a BH. So this is how it works:

He's entitled to 25 AL days, pro rata, which is 20 days.
He's entitled to 8 BHs, pro rata, which is 6.4 days.
9 BH's this year so 7.2 due

His total holiday allowance over the year is therefore 26.4 days. If a BH falls on a Monday-Thursday and he doesn't work on that day, then it comes out of that 26.4 days. If a BH falls on a Friday, he's not working anyway and it's irrelevant. direct.gov says
" ...If you are part time and your employer gives workers additional time off on bank holidays, this should be given pro rata to you as well, even if the bank holiday does not fall on your usual work day."


That's all there is to it, nothing more complicated.
HTH
KiKi

thank you for this, this is how simple I thought it was to, but since reading the direct.gov website I'm become confused!

Working it in days makes a lot more sense, also there are 7 out of the 9 BH falling on Mon to Thurs which means the most he can be out of pocket is 0.2 of a day which I really don't feel is worth as much time as I've put into this so far!!

KiKi

mlz1413 wrote: »

thank you for this, this is how simple I thought it was to, but since reading the direct.gov website I'm become confused!

Working it in days makes a lot more sense, also there are 7 out of the 9 BH falling on Mon to Thurs which means the most he can be out of pocket is 0.2 of a day which I really don't feel is worth as much time as I've put into this so far!!

If he's entitled to the 9th BH this year (not everyone is!) then you're right, it's 27.2 in total.

However, in all other years it will be 26.4, and if his working days change, or as and when BHs fall on different days, this will impact him. As long as he gets the right number of paid holidays, it's fine.

This year, anyone working the early part of the week part-time (esp if they only work two days a week) is restricted on when they can take leave due to all the Monday BHs!

Re Directgov, it's correct, perhaps not worded very well. All it means is that if you're PT, regardless of what days you work, you are entitled to the same leave entitlement as a FT worker, just pro-ratad.

KiKi

SPANIEL36

liney wrote: »

What exactly do you mean by 'extra'? If my office is closed on BH Monday, which it always is, I don't get 'extra' pay, I just get paid for that day as it's part of my holiday entitlement.

If you are saying you don't get paid for any Bank Holidays that you don't work, then that's ok too as long as you get the statutory minimum 5.6 weeks paid holiday at other times in the year. The company does not have to pay you premium rates for working BH though, unless specifically agreed in your contract.

By extra i mean Time and half pay or double time, the business i'm in is open 7 days a week, i work monday to friday weekends off and have to work the bank holidays. as for holiday entitlement i 'earn' an accrument per month so have to save up my holidays in order to take them

gingerpuss

Part time workers are always pro-rata for holidays, statutory or annual leave. The current entitlement is 4 weeks annual leave plus 1.6 additional weeks statutory leave. If you are a 5 day a week worker, the 1.6 weeks equates to 8 days. If you work a 4 day week it works out stupidly at 6.4 days. Therefore a person working a 4 day week is entitled to 6.4 days worth of statutory leave in any leave year. If they want paid for statutory holidays on days they don't normally work, that would reduce the number of available days for them to actually take as time off. For example, if they don't work Mondays but want 2 of the bank holiday Mondays as paid holiday, they would then only have 4.4 days statutory leave left to take.