holiday entitlement

trishandbubs

Hi all

I started working with the company I am with now mid october and although I am on a 20 hour a week contract up until this week I have been working 38 hours per week 5 days a week. I have just received notice of my holiday entitlement and it is 13 days which seems a lot. I am going to query this with me boss as now that I am back down to 20 hour weeks it means I am only working 3 days a week and I have to use all my holidays by the end of march.

Does this amount seem right to you?

Ruthy1604

Hi,
It really sepends on what your contract of employment says. The minimum legal holiday entitlement for a full timer is 5.6 weeks or 28 days - but this includes Bank Holidays. So, if you pro-rata that onto your 20 hour contract thats about 14 days holiday per year.

It might be that your company is more generous than the minimum & there are various ways to deal with part timers and bank holidays.
Your company might have allowed you extra holidays because you've be working extra hours.

I'd ask then to confirm how they've worked it out.

HTH
Ruth

LittleVoice

trishandbubs wrote: »

Hi all

I started working with the company I am with now mid october and although I am on a 20 hour a week contract up until this week I have been working 38 hours per week 5 days a week. I have just received notice of my holiday entitlement and it is 13 days which seems a lot. I am going to query this with me boss as now that I am back down to 20 hour weeks it means I am only working 3 days a week and I have to use all my holidays by the end of march.

Does this amount seem right to you?

The most sensible/fairest thing for the employer to do would be to look at your holiday entitlement in terms of hours rather than days and to take account of the longer hours you have been working up to Christmas.

The approximately 14 days which Ruth suggested would be for someone working 20 hours a week for a whole year and you, of course, will have been working there just short of 6 months by the end of the holiday year.

Do ask how they have calculated your entitlement and then post back what they say if it does not make sense to you.

It may well be that the 14 days is your entitlement in a full year and they will want to pro rata it for the period to 31 March. The pro rata principle applies to both your hours in relation to a full-time (38-hour/week ?) member of staff and to the time you will have worked in the holiday year ending 31 March 2012.

If a full-time member of staff would work 35 or 37.5 hours/week then the extra hours (3 or 0.5) per week would be considered as over-time and not included in calculations.