Holiday Entitlement and bank holidays

binnie

cardiffgrad1 wrote: »

On the question of whether you're entitled to one extra day off on the week of the Bank Holiday- I guess that depends on whether your employers class Saturday as a new week or not.
If your working 20 hrs on both the weeks beginning Mon 29th Aug and Mon 5th Sep - then yes, I guess you would be entitled to an extra day off because you've still worked your normal weekly hours and haven't really benefited from the bank holiday.
If your working one shift less on the week beginning Mon 5th Sep because you worked the Saturday - then no you wouldn't get an extra day. Maybe I'm wrong, but that's how I see it anyway.

My working hours are Monday to Friday for 20 hours, no weekends.
But seeing as though she has given me the bank holiday off, she said I will work Tuesday to Saturday. But I still don't see it as benefiting from the bank hioliday unless I get paid for that bank holiday or another day off in that week.

LittleVoice

Your boss should have received her written particulars of employment by now so she ought to know what her holiday entitlement is because that is one of the things that has to be covered. If she works 5 or more days a week then she is definitely entitled to more than 22 days holiday. As suggested by at least one other poster (and yourself), the bank holidays are probably what take her above the statutory minimum entitlement of 28 days.

If she gets 22 + 8 = 30 days in a full year, that is 30 * 7.5 hours = 225 hours.
That's assuming she works 5 days a week and each day is of equal length.

Then you, as someone working 20 hours a week, would be entitled to 225 hours/37.5 x 20 = 120 hours in a full year.

As written particulars of employment have to be issued within 2 months of your start date, you should receive all the information you need about holidays no later than 3 September. Perhaps you would want to wait till then to pursue this. Even if your probation period is more than two months, they are still required to provide the details within the first two months.

If your working days are of equal length (4 hours a day), then they can work out your holidays in days rather than worrying about hours and your holiday entitlement in days would be the same as your boss as there doesn't seem to be a difference in grade eligibility.

LittleVoice

binnie wrote: »

My working hours are Monday to Friday for 20 hours, no weekends.
But seeing as though she has given me the bank holiday off, she said I will work Tuesday to Saturday. But I still don't see it as benefiting from the bank hioliday unless I get paid for that bank holiday or another day off in that week.

Most calendars look at weeks as starting either on a Sunday or a Monday. So working on a Saturday in place of a Monday counts as putting in the same number of hours in the week whichever way it is counted.

So you are right that if the bank holidays are counted as part of your holiday entitlement then you need to be given an alternative day off. Either that or you get paid over-time for the work you do on the Saturday.

SarEl

LittleVoice wrote: »

Your boss should have received her written particulars of employment by now so she ought to know what her holiday entitlement is because that is one of the things that has to be covered. If she works 5 or more days a week then she is definitely entitled to more than 22 days holiday. As suggested by at least one other poster (and yourself), the bank holidays are probably what take her above the statutory minimum entitlement of 28 days.

If she gets 22 + 8 = 30 days in a full year, that is 30 * 7.5 hours = 225 hours.
That's assuming she works 5 days a week and each day is of equal length.

Then you, as someone working 20 hours a week, would be entitled to 225 hours/37.5 x 20 = 120 hours in a full year.

As written particulars of employment have to be issued within 2 months of your start date, you should receive all the information you need about holidays no later than 3 September. Perhaps you would want to wait till then to pursue this. Even if your probation period is more than two months, they are still required to provide the details within the first two months.

If your working days are of equal length (4 hours a day), then they can work out your holidays in days rather than worrying about hours and your holiday entitlement in days would be the same as your boss as there doesn't seem to be a difference in grade eligibility.

That is assuming the boss and the OP get the same holiday entitlement - managers quite often get more. So the OP may still be on 28 and the boss on 30.

The "secret" is for the OP to ask what her holiday netitlement is.

binnie

I would if I could get through to Payroll. Why is there always one person who thinks it's funny to be sarcastic.
Thanks for your help everyone.

cardiffgrad1

binnie wrote: »

My working hours are Monday to Friday for 20 hours, no weekends.
But seeing as though she has given me the bank holiday off, she said I will work Tuesday to Saturday. But I still don't see it as benefiting from the bank hioliday unless I get paid for that bank holiday or another day off in that week.

Yeah, if she makes you work the Saturday instead of the Monday, that's just swapping shifts, it's not really giving you a holiday.
I was assuming that you would be paid for the Monday and might be in a job where you have to work some Saturdays.
Anyway, ignore me as I'm confusing matters!

SarEl

I am not being sarcastic. Everyone here is guessing and that includes you. If you want the correct answer then the absolute minimum information we need is your hours and your holiday entitlement - not somebody elses who does a totally different job from you.

binnie

So that is what you got on my first post. My hours are 20 a week and my holiday entitlement is 66 hours.
It doesn't mention anything about bank holidays and even my boss doesn't know if I get bank holiday as a paid day or not.
My question was about if I got the bank holiday off, shouldn't I get another day off as well in the week.
I will try again and get hold of the evasive payroll tomorrow.

LittleVoice

binnie wrote: »

So that is what you got on my first post. My hours are 20 a week and my holiday entitlement is 66 hours.
It doesn't mention anything about bank holidays and even my boss doesn't know if I get bank holiday as a paid day or not.
My question was about if I got the bank holiday off, shouldn't I get another day off as well in the week.
I will try again and get hold of the evasive payroll tomorrow.

Yes, you must do that - not least because 66 hours cannot be right if you are CONTRACTED to work 20 hours a week. Even allowing extra hours for bank holidays (8 of them at 4 hours) would not bring you up to the MINIMUM to which you would be entitled.

Though the other person is your boss, it doesn't sound as though she is that much higher than you in the overall hierarchy and therefore it is quite likely that her possible 30 days are standard. However it does sound as though the company doesn't communicate its policies very well.

LittleVoice

SarEl wrote: »

That is assuming the boss and the OP get the same holiday entitlement - managers quite often get more. So the OP may still be on 28 and the boss on 30.

The "secret" is for the OP to ask what her holiday netitlement is.

The secret is that she has asked but not received a satisfactory answer.

If I were a gambling woman, I'd bet all staff below senior managers are on same starting holiday entitlement.