Holiday entitlement

Jase · #1 04-10-2009, 09:14 AM

All full time employees are entitled to 28 days paid holiday per year - all of my staff are part time and work strange hours which normally don't constitute full days (for example, one is contracted to work 4 hours Monday, 6 hours Wednesday and then 7 hours Thursday and so on).

I have read onine that to work out their entitlement I should multiply their hours worked per week by 5.6 which gives an annual entitlement in hours - in this case 17 * 5.6 gives 95.2 hours per annum. Is this the correct way to calculate this?

I know I will have to work it out based on how long is remaining until the year end etc but, fundamentally is the above correct?

If so, how should I word it in an employment contract? Should I simply state their entitlement is XX hours per annum rather that quoting days?

Jase

#2 04-10-2009, 10:41 AM

We have a similar situation and we use the hourly method, at the beginning of the year staff are told how many hours they have for the year. Then they can choose which days to take it. It gets far too complicated otherwise, eg. if they work 4 hours on a Monday and 8 on a friday and worked the holiday out in days clearly they couldn't take all their holiday as Fridays.

Business Link have a great calculator which I use, it works out all the part year stuff in one click

You can find it at:

Calculate your employees' holiday entitlement | Business Link

As for the wording in the contract, this is the wording from Business Link's standard statement of employment:

Quote:

You are entitled to 119 hours holiday per year.
This includes public holidays.
You will occasionally be required to work public holidays.
Your holiday year begins on 1st January.
Unused entitlement may not be carried forward to the next holiday year.

Well that's from one of ours, you can adjust the bits about when the leave year starts etc.

One other thing, you can restrict when employees take holiday, so fr example, we do not allow any annual leave to be taken during December. You can also require things like at least twice the length of notice as the holiday being requested, but I suspect these can be covered in a leave policy without having to be specified in a contract (but you should probably check that if its important for your business).

Christian · #3 24-10-2009, 10:36 AM

hi..
Can any one help me in finding a good holiday package..
iam a holiday lover..

#4 24-10-2009, 11:54 AM

I suspect you have the wrong forum.

Jase · #5 18-11-2009, 08:00 PM

Very quick follow up to this - when working out holiday entitlement I assume that is on the employees contracted hours?

The reason I ask is our staff are contracted to work 20 hours per week but some weeks work 30+ and I need to be sure which number to base the leave entitlement on - contracted hours or actual hours worked including overtime?

Thanks

sarstar · #6 09-09-2010, 10:26 AM

Work out their holiday depending on their contract hours, as above. then if they do overtime allow them to have these hours in lieu - time off that does not count as holiday.

Holiday entitlement

Employer, Employment and Staff Issues