Working Out Annual Leave

COOLTRIKERCHICK

I remember only being entitled to 2 weeks annual holiday, and you had to work a full year before you could use them..

missprice

COOLTRIKERCHICK wrote: »

I remember only being entitled to 2 weeks annual holiday, and you had to work a full year before you could use them..

showing my age now but I too remember 2 weeks A/L, and working a whole year.
oh wow how things have changed for the better:D

Suarez

Savvy_Sue wrote: »

oldoakey, I think that is wrong on all counts, but I may be misunderstanding what you're saying ...

You are obliged to treat your p-t employees no less favourably than your f/t staff. If you pay your f/t staff for BHs, you must pay your p/t staff for BHs, always of course on a pro rata basis.

For the OP, your calculations are correct, and if they don't work on a bank holiday, they get the chance to take that time off on some other day.

Think of it this way: your f/t employees have 210 hours of holiday, 60 of which MUST be taken on bank holidays because you don't want them to work. Your p/t employees need to have the same proportion of paid leave, and those who don't usually work on Bank Holidays therefore get more choice about when they take their leave.

That was correct when the f/t minimum leave entitlement was 4 weeks (20 days for those working 5 days pw). It stopped being correct when the statutory minimum leave entitlement went up to first 24 days, and then 28 days, which is what it is now. You'd now have to multiply by 5.6, or 12.07%.

That has explained it well. Only 1 more question. What if someone works say 7.5 hours on Mondays then 4 hours for the rest of the days? Will they have to deduct 7.5 hours when a bank holiday occurs?

Savvy_Sue

Suarez wrote: »

That has explained it well. Only 1 more question. What if someone works say 7.5 hours on Mondays then 4 hours for the rest of the days? Will they have to deduct 7.5 hours when a bank holiday occurs?

For our staff who work different hours, we work out their leave entitlement in hours, not days.

Suarez

Savvy_Sue wrote: »

For our staff who work different hours, we work out their leave entitlement in hours, not days.

Yeah that's what we've been doing. But if someone working just 7.5 hours on a Monday then they're entitled to 42 hours annual leave.

There are 6 bank holiday Mondays in a year so 6 times is 45? using up all of the leave...?

mildred1978

Suarez wrote: »

Yeah that's what we've been doing. But if someone working just 7.5 hours on a Monday then they're entitled to 42 hours annual leave.

There are 6 bank holiday Mondays in a year so 6 times is 45? using up all of the leave...?

Well, they get another 6 hours as well as the BHs, but basically, yes. Only working Mondays means they get less choice about when they can take leave if you close for BHs. The employer is allowed to determine when leave is taken.

Savvy_Sue

Suarez wrote: »

Yeah that's what we've been doing. But if someone working just 7.5 hours on a Monday then they're entitled to 42 hours annual leave.

There are 6 bank holiday Mondays in a year so 6 times is 45? using up all of the leave...?

Well, if you're not open on Mondays then you can either insist that they make up those 3 hours at some other point, or you can just forget about them. It is true that such a person would either have to only take time off in BH weeks, or fiddle about at other times, if that's something which the employer can accept. Obviously if this person is employed on Mondays because that's the only day they're ever needed, then working on other days isn't going to be possible!

mildred1978 wrote: »

Well, they get another 6 hours as well as the BHs, but basically, yes.

Where do you get your other 6 hours from? 7.5 hours per Monday worked x 5.6 weeks of annual leave is 42, 7.5 x 6 BHs is 45.

mildred1978

Savvy_Sue wrote: »

Where do you get your other 6 hours from? 7.5 hours per Monday worked x 5.6 weeks of annual leave is 42, 7.5 x 6 BHs is 45.

Sorry - sleep deprived.

markandkate

We usually work it out in hours so everyone is entitled to 5.6x the number of hours they work so if they work 20 hours per week they are entitled to 112 hours per year . This figure includes all public holidays that they take off so if they normally work 6 hours per day and have Christmas Day and Boxing Day off then you take 12 hours off their annual entitlement

oldoakey

Uncertain wrote: »

Sorry but this is complete nonsense!

There is no legal right to any bank holiday but there is a legal right to 28 days annual leave for a full time employee (pro rata for part time).

Within certain limits an employer can dictate when holiday must be take. Obviously if the firm is closed on the eight bank holidays then that is 8 of the 28 days accounted for leaving 20 days (four weeks) to be booked and taken in the normal way.

Obviously you can give more holiday but you can't give less.

My mistake sorry I was under the impression that those 3 days were statutory but having checked here http://www.direct.gov.uk/en/Employment/Employees/Timeoffandholidays/DG_10029788 it seems your correct.

The employer can make any days taken part of the yearly 5.6 times normal working week even if its a bank holiday. That's if they don't give extra for bank holidays of course.