Job Share, what effect will it have on holiday allowance?

Miiade

Hi

i currently work full time 37hrs a week and get 25 days holiday (excluding bank holidays)

I am hoping to switch to job share with a colleague where we rotate weeks, I’m on first week then they work the next week. In effect one week on, one week off.

How many days holiday would I be entitled to on this new arrangement?

 Would it be the same or reduce as I am working 50% less hours over the year.

Thanks

maisie_cat

It would depend on your employer and how clued up the HR people are. 
I would expect that the current AL allowance would be reduced by half so from 33 days to 16.5 days including bank holidays. If the bank holidays fall neatly so that each of you end up with 4 in "your" weeks it is easier, but these things rarely happen in real life.

pinkshoes

As above, you'll get 16.5 days (so half of the 25 days and 8 bank holidays).

If a bank holiday falls on one of your working days, then you will have to take one of your holiday days (assuming the place of work is closed on bank holidays). If there are no bank holidays on your working days, then you take your 16.5 days when you want.

Same if you have a Christmas shut down - if this happens over your working days then you use your holiday entitlement, If it's not your working days, you won't have to.

TELLIT01

It's not necessarily as simple as having to use your leave entitlement if a BH is on your working week.  Different companies operate the system in different ways.  The only way to get a meaningful answer is speak to your manager, or HR if the company has one.

EnPointe

Miiade said:

Hi

i currently work full time 37hrs a week and get 25 days holiday (excluding bank holidays)

I am hoping to switch to job share with a colleague where we rotate weeks, I’m on first week then they work the next week. In effect one week on, one week off.

How many days holiday would I be entitled to on this new arrangement?

 Would it be the same or reduce as I am working 50% less hours over the year.

Thanks

if you are working 0.5 FTE overall  you will get  0.5 * your current hours of annual leave 

if your oppo is up for it  you can get  two weeks off together  without using leave by  swapping  weeks so one of you does 2 week together and  then  at another point the other one does 2 weeks together as long as you both work your contracted hours .. 

as it stands 37.5 hours of leave taken on your week 'in' will give  you 3 clear weeks off  anyway

LightFlare

EnPointe said:

Miiade said:

Hi

i currently work full time 37hrs a week and get 25 days holiday (excluding bank holidays)

I am hoping to switch to job share with a colleague where we rotate weeks, I’m on first week then they work the next week. In effect one week on, one week off.

How many days holiday would I be entitled to on this new arrangement?

 Would it be the same or reduce as I am working 50% less hours over the year.

Thanks

if you are working 0.5 FTE overall  you will get  0.5 * your current hours of annual leave 

if your oppo is up for it  you can get  two weeks off together  without using leave by  swapping  weeks so one of you does 2 week together and  then  at another point the other one does 2 weeks together as long as you both work your contracted hours .. 

as it stands 37.5 hours of leave taken on your week 'in' will give  you 3 clear weeks off  anyway

IF the employer allows this - working extra hours beyond those contracted to “manipulate” leave isnt something that is generally encouraged (or maybe just in my experience)

Marcon

Miiade said:

Hi

i currently work full time 37hrs a week and get 25 days holiday (excluding bank holidays)

I am hoping to switch to job share with a colleague where we rotate weeks, I’m on first week then they work the next week. In effect one week on, one week off.

How many days holiday would I be entitled to on this new arrangement?

 Would it be the same or reduce as I am working 50% less hours over the year.

Thanks

If you're working full days, you aren't going to get 25 full days of holiday if you switch to working alternate weeks. Your holiday will be pro rated, so you'll get 50% of your current entitlement because you are only going to working 50% of your current hours.

Many companies have spotted the issue in relation to bank holidays falling/not falling on a 'working day', and have their own method of ensuring that part timers are neither advantaged nor disadvantaged by this. They don't always get it right(!), so make sure you understand how your own employer's policy on this aspect of things will impact on you.

Undervalued

TELLIT01 said:

It's not necessarily as simple as having to use your leave entitlement if a BH is on your working week.  Different companies operate the system in different ways.  The only way to get a meaningful answer is speak to your manager, or HR if the company has one.

But in doing so they need to be careful that they behave lawfully.

Legally, a part time employee cannot be treated less favourably (pro rata) that an full time employee doing the same job just because they are part time. They can of course be treated differently for other (lawful) reasons such as level of experience, qualifications etc.

Strangely a part time employee can be treated more favourably that their full time equivalent, it doesn't work both ways!

So, the simple answer is that their holiday should be no less than exactly pro their current allowance.

EnPointe

LightFlare said:

EnPointe said:

Miiade said:

Hi

i currently work full time 37hrs a week and get 25 days holiday (excluding bank holidays)

I am hoping to switch to job share with a colleague where we rotate weeks, I’m on first week then they work the next week. In effect one week on, one week off.

How many days holiday would I be entitled to on this new arrangement?

 Would it be the same or reduce as I am working 50% less hours over the year.

Thanks

if you are working 0.5 FTE overall  you will get  0.5 * your current hours of annual leave 

if your oppo is up for it  you can get  two weeks off together  without using leave by  swapping  weeks so one of you does 2 week together and  then  at another point the other one does 2 weeks together as long as you both work your contracted hours .. 

as it stands 37.5 hours of leave taken on your week 'in' will give  you 3 clear weeks off  anyway

IF the employer allows this - working extra hours beyond those contracted to “manipulate” leave isnt something that is generally encouraged (or maybe just in my experience)

i know of one  employer that  had a system where people  could remain a  37.5 hour contract , work  the 40.25  rota and take the extra hours  as paid  blocks of '#mytime'  at the  periods of the year when  work was slower 

also in the  example given there is  no   additional hours,  just  flexing the arrangement 

 this is  how annualised hours  working  works 

EnPointe

Marcon said:

Miiade said:

Hi

i currently work full time 37hrs a week and get 25 days holiday (excluding bank holidays)

I am hoping to switch to job share with a colleague where we rotate weeks, I’m on first week then they work the next week. In effect one week on, one week off.

How many days holiday would I be entitled to on this new arrangement?

 Would it be the same or reduce as I am working 50% less hours over the year.

Thanks

If you're working full days, you aren't going to get 25 full days of holiday if you switch to working alternate weeks. Your holiday will be pro rated, so you'll get 50% of your current entitlement because you are only going to working 50% of your current hours.

Many companies have spotted the issue in relation to bank holidays falling/not falling on a 'working day', and have their own method of ensuring that part timers are neither advantaged nor disadvantaged by this. They don't always get it right(!), so make sure you understand how your own employer's policy on this aspect of things will impact on you.

the simplest  way to  avod sagas over bank holidays    is to  aggregate all leave ( statutory minimum leave, any  contractural  additional leave and  Bank holidays )  into one potespecially if the organisation doesn;t shut down fully on  the bank holidays that aren;t also Christmas / New year / Easter sunday