Holiday entitlement

[audi321]

Hi all. I know the statutory holiday entitlement is 5.6 weeks and then pro rata for part time. ie 20 days plus 8 days bank holidays.

But what about people who aren’t on the minimum? I can’t find an online calculator for anything other than the statutory amount.

So for someone who works 30 hours a week, in 4 days (35 hour FTE week so 0.857 FTE) and they have a FTE entitlement of 30 days. Am I right in thinking the bank holidays don’t get pro rata?

So would it be (in hours) 210 x 0.857 + 56 = 236 (rounded up) ?

My brain hurts just thinking about working this out!

[quinny100]

If you’re working out leave in hours typically you do add in bank holidays and pro-rata them, but the employee then has to take leave on any bank holiday that falls on a working day for them

[SpidersWeb]

audi321 said:

Am I right in thinking the bank holidays don’t get pro rata?

They are because otherwise those working three days Monday to Wednesday would get far more time off than those working three days Wednesday to Friday.

[Ham_and_Jam]

We do our annual holiday entitlement in hours as all employees are PT and their working week varies day to day.

So 30 hours per week -

5.6 weeks x 30 hours = 168 hours holiday per year

That can be taken whenever, but if your rota falls on a Bank Holiday you must take that as a holiday.

[Abc321]

HMRC have a good calculator you can use.

https://www.gov.uk/calculate-your-holiday-entitlem...

[GreatGranny]

I work 32 hours (4days x 8hrs) and my holiday allowance is in hours and includes bank holidays so they are pro rata'd.

We have to book BH into our system as well as 'normal' leave.

[audi321]

GreatGranny said:

I work 32 hours (4days x 8hrs) and my holiday allowance is in hours and includes bank holidays so they are pro rata'd.

We have to book BH into our system as well as 'normal' leave.

Thanks. Do you get more than the minimum holiday entitlement? If so it would be good to know how this is calculated as all I can find is statutory calculations.

[Abc321]

Holiday entitlement is 5.6 weeks and BH can be included in that is the rule. Obviously most employers do include BH in that.

For a 30 hour week, over 4 days would be 168 hours. If the employees work day falls on a bank holiday, you can enforce (as an employer) they take that day in their 168 hours.

If you wish to give your employee more hours, that is also allowable but the minimum is 168 hours for a full leave year.

https://www.gov.uk/calculate-your-holiday-entitlem...

[audi321]

Thanks ABC but surely the 5.6 weeks is just for the statutory minimum (ie 20 days plus 8 days BH?).

What I’m looking for is a calculator for someone NOT on the statutory minimum. ie 30 days FTE and 8 BHs.

I appreciate you keep linking the .gov calculator but I’m sure that’s just for the statutory minimum which is not what I’m asking.

[Jasandjules]

Part-time workers are entitled to 5.6 weeks' annual leave in the same way as any other worker. A week's leave for a full-time worker will be five days and for a part-time worker who works two days a week will be two days.

That way a part time worker has the "same" entitlement as a Full Time worker......

[audi321]

Sorry guys, I'm either being thick or I'm not getting my question across properly.

5.6 weeks is surely only relevant to someone on the statutory minimum holiday entitlement - right? Which for a full time worker is 20 days + 8 Bank Holidays (28 / 5 = 5.6)

I don't care about this........

I'm talking about someone on a FTE holiday entitlement of 30 days plus 8 Bank Holidays. Who happens to be part time (0.857 of FTE). Is it 38 x 0.857 x 7 = 228 hours annual holiday entitlement?

Edited by audi321 on Thursday 9th May 14:49

[omniflow]

I THINK that the issue is that there are rules, and therefore calculators, which cover statutory entitlements. However, it doesn't appear that there are any rules which cover holidays in excess of the statutory entitlements. It therefore appears that companies can make up their own rules in these cases, presumably as long as they don't breach statutory entitlements.

All of the above is made up by me, based on what I've read. If any of it is incorrect, then hopefully someone will come along and contradict me, giving the OP the answer they are looking for. If no-one contradicts me, then this post should give the OP the answer they are looking for.

[Sporky]

audi321 said:

I'm talking about someone on a FTE holiday entitlement of 30 days plus 8 Bank Holidays. Who happens to be part time (0.857 of FTE).

It should be covered in your contract/handbook, but I would expect you take the total, multiply it by the factor of hours you work vs standard, and that's your total including bank holidays. That's how mine works:

25 days annual leave (if full time)
8 bank holidays
Multiply that 33 by 0.8 (I'm on four normal days per week) = 26.4
Round up to next half day = 26.5 including bank holidays

So for you (excluding any rounding) I make it 32.566 including bank holidays.

[audi321]

Perfect thank you, which actually matches my 228 hours guesstimate (assuming a 7 hour day).

Anyone disagree?

[Abc321]

You keep referring to bank holidays but this is irrelevant. The hours I gave in my last post were the minimum holiday hours entitled for a person working a 4 day, 30 hour week.

If one of their days falls on a bank hol, you have the right as an employer to enforce them to take it. If you don’t want them to work, it then uses up their allowance.

If you want to give them more hours, you can.

There are lots of ways to work out someone who changes thier working week (which I think is what is happening here). The only rule you have to comply to is you need to make sure you have given them that minimum on the calculator. Any more is a bonus for the employee. No right or wrong answer.