Holiday entitlement part time workers

warby68

Mine works exactly like OP

Two separate components to leave - an annual leave entitlement and a Bank Holiday entitlement, both pro-rata'd to the % of full time hours worked. Then added together and my employer first allocates enough of them to cover any Bank Holidays (only Fridays in my case) for the full year before I get the remaining balance to choose myself.

The ONLY unfairness is having some of your days chosen for you. Its still the same amount of leave to anyone else.

The ONLY way to address the perceived unfairness of that is to have a different working pattern.

OP actually seems to want more leave than they are entitled to so they can have all the Bank Holidays as well as their pro rata annual leave. That would be better than everyone else so hardly fair at all.

OP is doing better than the minimum holiday entitlement so not to be sniffed at.

getmore4less

coolcait wrote: »

Not quite.

The way the OP describes the calculation of the bank holiday entitlement, it is a separate element of the leave allowance.

Bringing us back to the points made earlier.

RADDERS highlighted another aspect of the way that bank holiday entitlements lead to some workers being disadvantaged compared to others - part-time workers who don't work Mondays will get a higher leave allocation overall than their full-time colleagues.

That is not true,

The paid holiday will be correct(prorata)as that of full timers and the same for the part time worker that do the same amount of work, whatever days they do that work.

Cheddar123

This is getting silly now. Basically my comment was I get 81 hours annual leave and 21 hours bank holiday entitlement. I work 15 hours per week over 3 days. There are 7 bank holidays which means I will need 35 hours to cover bank holidays therefore leaving me with only 67 hours annual leave not 81 hours.

My suggestion to rectify this would be to calculate the bank holidays over the hours worked ie giving me 35 hours entitlement which would leave me with my 81 hours annual leave entitlement.

This l know will never happen due to the way employers calculate pro rata. I am not better off with my holidays in 2018 as some of you have suggested.

My original question was regarding was my employer correct in deducting 5 hours for a bank holiday and you have all made it clearer to me that they were.

Thank you all for your feedback and especially coolcait who has been very helpful in explaining it to me.

With regards to working where I am allocated holidays or companies shutting l am not asking about those scenarios l have worked in organisations where that has happened but it was not a question l was asking.

Once again thank you all for taking the time to post your comments but l will not be responding anymore as my original question went totally off track.

getmore4less

Seriously?

You want all BH paying even the ones you don't normally work

The fair way(if you insist the BH hours are separate) is to spread your allowance over the ones you have to take(which will leave some hours unpaid)

As per your first post if you want 3hr taken from the allowance that's what you get paid for that day.

Cheddar123

Getmoreforless l would be working those 7 bank holidays in 2018. So I'm not gaining anything I'm losing. Anyway you keep saying I am gaining more holidays. How am I gaining - the holiday year runs from Apr to Apr. I would like to see how you think I am gaining. The holiday allocation for a full time employee is 27 days plus bank holidays. My pro rata allocation of 81 hours equates to 16 days and 1 hour (which l think is fair). However my allocation after taking into account the reduction in bank holidays means l would be left with 67 hours which equates to 13 days and 2 hours. I've lost 3 days. How am I gaining I would love to know.

I have now agreed with my employer that I will work extra on the Tues and Weds when there is a bank holiday to ensure l keep my 81 hours.

warby68

You haven't 'lost' 3 days - you've just had to use them to cover the Bank Holidays which only a full timer would have in full - its still paid time off, just not on days of your choosing.

You've lost choice not time off.

Glad your employer is accommodating.

getmore4less

do you get 7 BH every year or do you work for one of those companies that are too stupid to realise that an April to March holiday year causes problems with using BH allowances due to a moving Easter?


Anyway you seem to have solved your problem by adopting my proposal in post #35 by taking the extra hours on the Mondays unpaid.

KiKi

You're honestly not losing / gaining, whatever pattern you work. But if you work Mondays, then you have less flexibility as to when you can take your leave. In short, forget the x hours AL, and x hours BHs. You have a total of 102 hours, and all that's happening here is that your employer is dictating when you can take some of that leave - ie, you have to take it on the BH Mondays. That's all that's happening.

But you're not losing or gaining in hours, only in flexibility as to when you can take it. It's the same for almost every part time employee who works on Mondays in an organisation that closes on BHs. It's the only fair way to calculate it.

HTH
KiKi