Holiday Entitlement

chocaholic2009

Hi all, wondered if anybody can help me with a strategy. I've been lucky enough to be offered a job working 2 days a week as a job share. The holiday entitlement for the full time position is 35 days (which is great), and they have sent me a pro-rata entitlement of 14 days, which seems fair. Both these allowances are inclusive of Bank Holidays.

However, my days for working are Mondays and Tuesdays. Next year I've worked out that there will be 8 bank holidays falling on my working days, which leaves 6 days (or 3 weeks) holiday left.

A full time person would have 25 days (or 5 weeks) holiday outside of their bank holiday working. My job share partner will get 20 days outside of bank holidays, as she will only have Good Friday to take.

I'm aware that I'm being a bit stingy, as at least I'm getting a good number of paid holidays, but only 3 weeks flexible holiday isn't a lot if I will take a 2 week holiday in the summer, it only leaves me with 2 days for the rest of the year.

I was thinking of going back and asking EITHER for my holiday entitlement to be 10 days plus bank holidays, or whether there is flexibility for me to take unpaid leave, in order to attend the childrens school plays etc. I don't want to jeopardize my offer though, so would need to tread lightly.

I would be grateful for any ideas / suggestions anybody might have (even if you think I should wind my neck in!)

SarEl

Could I suggest that you first of all go back and ask what the position is on bank holidays - many employers pro-rata them too to avoid exactly this problem! As your holiday entitlement is over the statutory, then technically, you have less felxibility if they want to be awkward - but if they are offering such good leave entitl;ement it doesn't sound like they may be. I am sure you won't be the first person to ask about it.

YORKSHIRELASS

Hi, legally you have to be given the equivalent of 5.6 weeks holiday including bank holidays.

So if you work 2 days a week your legal minimum is 11.2 days. Your employer is actually offering more than this so they might not like you suggesting that 14 days isnt enough!

If you have got children you would be allowed unpaid leave for family emergencies. There is nothing wrong with asking what the Company policy is if you want to take time off unpaid for something like a school plays but I really would tread carefully. You might be in danger of looking like you are not committed to the job!

YORKSHIRELASS

chocaholic2009 wrote: »

if I will take a 2 week holiday in the summer, it only leaves me with 2 days for the rest of the year

Sorry just read your post again. A week is 2 days for you so if you take 2 weeks in the summer this is 4 days leaving you 10 days for the rest of the year.

chocaholic2009

Thanks for the responses. SarEL -thanks for the suggestion, I will give them a call to clarify the bank holiday situation. The recruitment dept seem very approachable on the telephone, so I'll give it a try!

Yorkshirelass - you're right, I don't want to rock the boat too much before I have even started. It's the first time that the function in this Company (which is a bluechip one) has had a jobshare, so I want to make sure it is a positive experience for everybody involved. And to be fair, in other years it wouldn't be such a problem, it's just the fact that there is an extra bank hol next year, and that Christmas falls on a Monday / Tuesday in 2012!

Thanks again for the suggestions.

chocaholic2009

YORKSHIRELASS wrote: »

Sorry just read your post again. A week is 2 days for you so if you take 2 weeks in the summer this is 4 days leaving you 10 days for the rest of the year.

I meant 2 days apart from the Bank Holidays (8 next year). But you're right, I do still get another 10 days, even if most of them are Bank Hols!

Uncertain

YORKSHIRELASS wrote: »

Hi, legally you have to be given the equivalent of 5.6 weeks holiday including bank holidays.

So if you work 2 days a week your legal minimum is 11.2 days. Your employer is actually offering more than this so they might not like you suggesting that 14 days isnt enough!

Yes but the OP's job clearly offers (pro rata) significantly more than the statutory minimum holiday you quote. This is not uncommon by any means. It is no different to some jobs offering perks like private medical insurance or company cars.

It is not a case of suggesting "14 days is not enough" but more a case of getting the contactual entitlement.

The bank holiday situation is important if you are part time and only work certain days of the week.

Some jobs specify XX days plus bank holidays if they fall on the days normally worked. This is perfectly legal providing it doesn't create a situation where somebody who never works on a Monday or Friday gets less than the statutory requirement.

Others, as SarEl suggests, have a formula for pro rata the bank holidays. This is, in a way, fairer but not compulsory.

SarEl

Uncertain wrote: »

Yes but the OP's job clearly offers (pro rata) significantly more than the statutory minimum holiday you quote. This is not uncommon by any means. It is no different to some jobs offering perks like private medical insurance or company cars.

It is not a case of suggesting "14 days is not enough" but more a case of getting the contactual entitlement.

The bank holiday situation is important if you are part time and only work certain days of the week.

Some jobs specify XX days plus bank holidays if they fall on the days normally worked. This is perfectly legal providing it doesn't create a situation where somebody who never works on a Monday or Friday gets less than the statutory requirement.

Others, as SarEl suggests, have a formula for pro rata the bank holidays. This is, in a way, fairer but not compulsory.

I agree. Nothing wrong with politely asking! In the end, pro-rata or not - grab 35 days! It is extraordinarily generous at a private sector comoany unless you are really really good or really really long serving!

KiKi

Hi OP

My favourite topic! Let me shed some light.

Actually, the 14 days entitlement includes AL AND BH already pro rata. 35 (AL & BH) x 0.4 = 14. So I'd suggest you don't ask about it, as it's quite clear that it's already included and pro ratad.

What you have discovered is that any part-timer working Mondays gets a rougher deal if they only work one or two days a week, and the company doesn't work on BHs. It's 'unfair', as it means you have less flexibility in your leave when you have to use your total leave entitlement. You are getting the correct contractual amount, but your ability to use it is limited.

It's the same for anyone working part-time or in a job share. If you work Weds and Thurs, and Christmas falls outside those days, then you'll have no leave days dictated to you, and you can use all of your leave when you want. I'm afraid that's just how it is, and completely legal. It's just annoying.

You could ask for a) unpaid leave for things you might want to do such as school plays etc. Or b) you could ask to work Tues and Weds on the BH week, meaning you don't get paid for the BH but retain a day's AL to be more flexible with. The latter is more complicated for payroll, though.

I hope that makes sense.
KiKi

chocaholic2009

Thanks to everybody. Lots of good ideas there. I think that you are all pretty much saying the same thing - that I'm lucky to have such a good holiday entitlement (and you're right - I am) and that communication is the key if I want to manage next year properly, with there being so many bank holidays on a Monday and Tuesday.

Interestingly I have calculated the bank holidays for 2013 and 2014 and the problem isn't there - in 2013 I will only have 5 bank holidays on my working days, and in 2014 only 4. So therefore it really is a one year problem. I am assuming by 2015 I may be working full time somewhere!

I think therefore if I communicate that 2012 is a bad year for bank holidays, and if I work with them to minimise the impact (by taking unpaid leave or perhaps TOIL if I have to work above and beyond my 2 days per week), then hopefully it will be a win win situation.

You have all been a great help - thank you!

KiKi

chocaholic2009 wrote: »

Interestingly I have calculated the bank holidays for 2013 and 2014 and the problem isn't there - in 2013 I will only have 5 bank holidays on my working days, and in 2014 only 4. So therefore it really is a one year problem.

It isn't good next year! Imagine if you're someone who only works one day a week - Mondays. Your statutory entitlement is 5.6 days. You can only use 0.6 leave days at a time of your choosing, unless your company specifically allows you to do something else!

You may be able to shift your days some weeks, and ask to do Tues / Weds, even though it means overlapping with your job partner.

KiKi