Bank Holiday entitlement when working part time

Coxy11

I have started a part-time role Mon, Wed and Fri working 25.5 hours out of a 37.5 hour week. My annual leave runs 1 Apr to 31 Mar.

I have been deducted 7.5 hours annual leave for Good Friday, Easter Monday, May 5th BH, Whitsun BH and August BH. Is this correct?

I wondered whether I should be entitled to a proportion of BH's, or is this because they fall on my working days?

Any advice gratefully received.
TIA.

FlorayG

Do you work 7.5 days on those days you work? If so then this is correct as  long as your total annual leave includes hours for BH. Some companies give XX days + Bank Holidays, which means everyone gets the BH off and it's not taken from your holiday entitlement; others include those hours in your entitlement.
You would only get a proportion taken if you worked less than 7.5 hours on a working day

lindabelle66

Ive worked part time for a variety of employers who approached this in different ways.   My current employer pays me for all the bank holidays regardless of whether i would have worked it or not.   My previous employer did what yours is doing, worked out what % i was of a full time employee and then used that % to work out how many BH hours i was entitled to. In my case i didnt actually work Mondays so effectively i had extra hours to take off the days i did work.  My colleagues who did work Mondays were not impressed that they had to use their hours to cover the BHs.   For example, a colleague who worked 50% of full time hours received 50% of the BH hours a full time colleague had.   But because they worked 7.5 hours on Mondays, they had to use 7.5 hours of their annual leave/BH entitlement to cover it.  Had they worked 4 hours on Mondays they would use 4 hours of their entitlement.   This way of calculating it works against anyone who usually works Mondays or Fridays.    I hope that makes sense?  

Coxy11

Thank you both for your replies. I work an 8.5 hour day including a half hour lunch break, so 8 hours actual work. Sounds like my BHs are included in my annual leave then but I’ll check tomorrow when I’m in the office. 

Appreciate your help, thanks so much x

Undervalued

Coxy11 said:

Thank you both for your replies. I work an 8.5 hour day including a half hour lunch break, so 8 hours actual work. Sounds like my BHs are included in my annual leave then but I’ll check tomorrow when I’m in the office. 

Appreciate your help, thanks so much x

There is no legal entitlement to bank holidays, even Christmas Day. You may have a contractual entitlement to them, that depends on the wording of your contract, employee handbook etc.

A full time employee is entitled to a minimum of 5.6 weeks (28 days) paid holiday. Contract may give more but cannot be less. The days are to be taken when the employer agrees or dictates.

A part time employee cannot be treated less favourably (obviously pro rata) just because they are part time.

Savvy_Sue

Undervalued said:

A part time employee cannot be treated less favourably (obviously pro rata) just because they are part time.

No, but they often FEEL they are being treated less favourably, because they have less choice about when they can take their annual leave, with up to 8 days of it falling on the BHs (usually only 7 days, but 8 if Christmas Day falls on a Friday and the Boxing Day BH is pushed to Monday.) And sometimes it takes a lot of persuasion for them to see that they and their mid-week colleagues do in fact receive the same amount of paid leave, but with more choice (for their mid-week colleagues) about when to take it. 

Someone who works Mondays and Fridays gets the worst of this, but if the OP is free to work on other days and wishes to 'swap days' in BH weeks, they could ask if that is possible - some of my colleagues used to do this. 

General_Grant

FlorayG said:

Do you work 7.5 days on those days you work? If so then this is correct as  long as your total annual leave includes hours for BH. Some companies give XX days + Bank Holidays, which means everyone gets the BH off and it's not taken from your holiday entitlement; others include those hours in your entitlement.
You would only get a proportion taken if you worked less than 7.5 hours on a working day

I don't think any employer says BHs are not part of your actual total holiday entitlement, whether they describe the entitlement as XX days + Bank Holidays or ZZ days including Bank Holidays.

If the employer doesn't operate on a BH and the employee normally would work on the day, they receive that as part of the entitlement.  Of course, if the employee would not normally work on the day, the BH is not deducted from their total entitlement.

General_Grant

lindabelle66 said:

Ive worked part time for a variety of employers who approached this in different ways.   My current employer pays me for all the bank holidays regardless of whether i would have worked it or not.   My previous employer did what yours is doing, worked out what % i was of a full time employee and then used that % to work out how many BH hours i was entitled to. In my case i didnt actually work Mondays so effectively i had extra hours to take off the days i did work.  My colleagues who did work Mondays were not impressed that they had to use their hours to cover the BHs.   For example, a colleague who worked 50% of full time hours received 50% of the BH hours a full time colleague had.   But because they worked 7.5 hours on Mondays, they had to use 7.5 hours of their annual leave/BH entitlement to cover it.  Had they worked 4 hours on Mondays they would use 4 hours of their entitlement.   This way of calculating it works against anyone who usually works Mondays or Fridays.    I hope that makes sense?  

So they are treating you more favourably than a full-time employee.
Unless they have worked out your holiday entitlement as pro rata to a full-time person and then deduct from your entitlement every BH where you wouldn't have worked anyway.  That would not be right.

saajan_12

Coxy11 said:

I have started a part-time role Mon, Wed and Fri working 25.5 hours out of a 37.5 hour week. My annual leave runs 1 Apr to 31 Mar.

I have been deducted 7.5 hours annual leave for Good Friday, Easter Monday, May 5th BH, Whitsun BH and August BH. Is this correct?

I wondered whether I should be entitled to a proportion of BH's, or is this because they fall on my working days?

Any advice gratefully received.
TIA.

So you work 68% of the week, and so should get 28 days x 25.5 / 5 = 142.8 hours leave a year including BHs.
If your employer wants you to take BHs off eg if they're closed then yes the 8.5 hours a day you'd normally be working on those days should be deducted from your 142.8 hours balance. 

If they're only deducting 7.5 hours (perhaps because that's how they have it programmed for full time employees) then you're actually better off. 

pinkshoes

Coxy11 said:

I have started a part-time role Mon, Wed and Fri working 25.5 hours out of a 37.5 hour week. My annual leave runs 1 Apr to 31 Mar.

I have been deducted 7.5 hours annual leave for Good Friday, Easter Monday, May 5th BH, Whitsun BH and August BH. Is this correct?

I wondered whether I should be entitled to a proportion of BH's, or is this because they fall on my working days?

Any advice gratefully received.
TIA.

As 25.5 hours is more than 3/5 ths of a week then you're actually better off.

If you worked exactly 60% of the week, then you'd get 60% of the 8 bank holidays and 20 days hol, so 60% of 28 days, which is nearly 17 days.

If the bank holiday then falls on your working day, you take it from your allowance.

If the bank holiday is not your working day then no change.