Annual leave for four and four off but also oncall

Jen_nie

Hi everyone, I’m having a little bit of a battle with Management at the moment and I can’t seem to find the answer as to who is right!
So my annual leave entitlement is 20 days a year based on me working a four on four off pattern but on top of this I also have on-call responsibility for what works out to be an extra 35 days when I wouldn’t normally be on shift I’m not entitled to extra annual leave to compensate for 35 days where I have work responsibility and they cannot be fully utilised as days off?
I hope this makes sense.

Marcon

Jen_nie said:

Hi everyone, I’m having a little bit of a battle with Management at the moment and I can’t seem to find the answer as to who is right!
So my annual leave entitlement is 20 days a year based on me working a four on four off pattern but on top of this I also have on-call responsibility for what works out to be an extra 35 days when I wouldn’t normally be on shift I’m not entitled to extra annual leave to compensate for 35 days where I have work responsibility and they cannot be fully utilised as days off?
I hope this makes sense.

Why only 20 days, when your 4 on/4 off pattern suggests you are full time, so should be entitled to a minimum of 28 days including bank holidays?

Lomast

20 days is the standard 5.6 weeks entitlement for 4 on 4 off shifts

FlorayG

Are you paid to be on call ( I hope so!) then you are legally working and this should be accounted for in calculating your holiday entitlement

EnPointe

Marcon said:

Jen_nie said:

Hi everyone, I’m having a little bit of a battle with Management at the moment and I can’t seem to find the answer as to who is right!
So my annual leave entitlement is 20 days a year based on me working a four on four off pattern but on top of this I also have on-call responsibility for what works out to be an extra 35 days when I wouldn’t normally be on shift I’m not entitled to extra annual leave to compensate for 35 days where I have work responsibility and they cannot be fully utilised as days off?
I hope this makes sense.

Why only 20 days, when your 4 on/4 off pattern suggests you are full time, so should be entitled to a minimum of 28 days including bank holidays?

you are entitled to  5.6 weeks  

 a 4 on 4 off  12 hours ( 11.5 paid)  pattern works out at 40.25  hours aweek 

5.6* 40.25 = 225.4 hours 

225.4 /11.5 = 19.6 'days'   

that's  just shy of  5 blocks   - if you takea full block off  assuming you  start and finish on the  same shift pattern   that;s 12  clear days off  at the  cost of '4' days  leave  (i.e  perm days or  perm night  or whole blocks and you  don;t take a block off  around the transition from night blocks to day blocks 

it's a sleep day and 11 clear days if you  do  fire service style  2 days 2 nights  '4' off   or you  are switching from  night blocks to day  blocks  in the  block before  or during your leave 

EnPointe

Lomast said:

20 days is the standard 5.6 weeks entitlement for 4 on 4 off shifts

see my   response with  the sums but  yes i agree  20 'days' or 5 blocks  is  the minimum  rounded up to the nearest full day... 

SiliconChip

Marcon said:

Jen_nie said:

Hi everyone, I’m having a little bit of a battle with Management at the moment and I can’t seem to find the answer as to who is right!
So my annual leave entitlement is 20 days a year based on me working a four on four off pattern but on top of this I also have on-call responsibility for what works out to be an extra 35 days when I wouldn’t normally be on shift I’m not entitled to extra annual leave to compensate for 35 days where I have work responsibility and they cannot be fully utilised as days off?
I hope this makes sense.

Why only 20 days, when your 4 on/4 off pattern suggests you are full time, so should be entitled to a minimum of 28 days including bank holidays?

Simple arithmetic will show you that 4/8 (0.5) is a smaller number than 5/7 (0.714) so it should be obvious that it's less that full time working so accrues a lower amount of leave days.