Holiday Entitlement

RPWJ

Is it legal for a company to round down holiday entitlement?
A person working 4 days is entitled to 22.4 days but company only allows 22 days holiday, doesn't seem fair to me.

Comms69

No it is not legitimate.

paddedjohn

They can round up but not down.

nomorekids

Does anyone have a link to proof that you can't round down holiday?

My boss rounds down holiday entitlement, hours on the clock also obviously in his favour.

getmore4less

Working time regulatuons.

Tammykitty

It depends - they cannot round down statutory entitlement (ie 5.6 weeks/28 days per year)


However - the company can chooses whatever rules they want for any annual leave over and above this

getmore4less

RPWJ wrote: »

Is it legal for a company to round down holiday entitlement?
A person working 4 days is entitled to 22.4 days but company only allows 22 days holiday, doesn't seem fair to me.

Tammykitty wrote: »

It depends - they cannot round down statutory entitlement (ie 5.6 weeks/28 days per year)


However - the company can chooses whatever rules they want for any annual leave over and above this

First post makes it clear the op is talking about 4/5 of 28.

Masomnia

Tammykitty wrote: »

However - the company can chooses whatever rules they want for any annual leave over and above this

Not for part timers such as OP as it would be treating them less favourably than full timers.

jobbingmusician

Here's one site which states holiday cannot be rounded down. https://www.theukrules.co.uk/rules/employment/employing/contracts/holiday-entitlement.html


If your employer has any sense, he will calculate holidays for part timers in hours rather than days, which would avoid the need for rounding up - assuming you are allowed to take holidays in blocks of less than half a day, that is!

Tammykitty

getmore4less wrote: »

First post makes it clear the op is talking about 4/5 of 28.

Posted just in case anyone else is reading it, with more than statutory holidays or in case the OP gets 28 days plus bank holidays, in which case it would apply

Masomnia wrote: »

Not for part timers such as OP as it would be treating them less favourably than full timers.

It wouldn't be treating them less favorably, if company policy is to round down annual leave for all employees, full time employees would have their leave rounded down in the year they start and the year they leave.


My old work operated a policy whereby, they give 2.33 days per month leave (for full time employee). I started mid month in November, (I think leave year was ended Sept)
So they tried to tell me I was entitled to 23 days leave (2.33*11) - 23.3 and then they rounded down to 23.


As we were a manufacturing plant, we had Christmas shutdown, and they deducted 2 days from me for this (unauthorized deduction??), as they said I didn't have enough leave to cover it and the remaining shut downs!


It was a big company too, so I had a fight on my hands with HR, which I am pleased to say I won - however they didn't change their policy, and any other new employees were cheated out of leave too.

RPWJ

My son in a job for 11 months. What's the best way to proceed with a company that won't talk to any union and gets rid of 'troublemakers"?
Seems others aren't bothered about getting their legal minimum holidays.