Working out holiday entitlement

(29 Posts)
Partyfops Tue 06-Mar-18 21:08:33

Please can someone help me work out the holiday entitlement for an employment contract?

They will be working the following hours

8.30 -2.30
8.30 - 2.30
8.30 -2.30
8.30 - 4.30

Half an hour break each day so a total of 24 hours.

Part time equivalent of 28 days.

Holiday entitlement in hours would be ....?

Anyone, please?

Thanks

OP’s posts: |
Partyfops Tue 06-Mar-18 21:11:59

I have seen 2 ways

Average of 6 hours x 28 days = 168

Or 5.6 weeks at 24 hours = 134

OP’s posts: |
kinorsam Tue 06-Mar-18 21:13:52

What would be full-time working hours and full-time holiday hours? Work out the part-time hours as a percentage of full-time, then use that percentage to calculate the holiday.

Partyfops Tue 06-Mar-18 21:16:31

This is the problem, I don't know what the full time hours would be.

I am a sole trader with one soon to be employee.

We are a service provider out and about all day.

OP’s posts: |
Alabama3 Tue 06-Mar-18 21:20:36

i think you need to work out what full time hours are - either 35 or 37.5 hours

probably the best way is break it down to hours otherwise it gets really complicated
so for your employee - 1 wk = 24 hours
28 days on a FT contract would be 5.6wks (someone said above)
5.6 weeks at 24 hours = 134 (from above)
so they can have 134 hrs

ClareB83 Tue 06-Mar-18 21:21:14

Well are you going to be a dick who offers the legal minimum or something better?

Decide that then pro rata for part time.

https://www.gov.uk/holiday-entitlement-rights

FireandBrimstone Tue 06-Mar-18 21:21:34

Does this site help? https://www.gov.uk/calculate-your-holiday-entitlement
(Though when I put '24hours' working in it says the holiday entitlement is 134hrs 24mins, so good luck putting that on a contract 😁😬. I may have done something wrong!)

Partyfops Tue 06-Mar-18 21:22:39

Thank you, that is what I had worked out.

I think hours is best for her as the daily hours are different.

Any idea about sick pay? grin

Sorry am such a newbie to this!

OP’s posts: |
NoSquirrels Tue 06-Mar-18 21:23:45

If you were employing someone “full-time” how would you advertise that role? E.g 8-4, 9-5, 8.30-5.30 etc.

9-5 full time would be 7 hours per day (1 hour lunch) x 5 days week = 35 hours.

What would “full time” holiday entitlement be?

Then go from there.

SilverViking Tue 06-Mar-18 21:24:01

If this employee is paid for the 26 hours per week (ie no unpaid lunch or tea breaks), then they are entitled to 26 hrs per weeks x 5.6 weeks = 145.6 hrs paid holiday per year.

ForgivenessIsDivine Tue 06-Mar-18 21:24:02

The 5.6 weeks calculationow is correct: 134.4 hours.

The first calculation wouldn't be 28 days as only 4 working days so would be 28x4/5 x6 hours which gives you the same answer 134.4 hours.

ClareB83 Tue 06-Mar-18 21:25:26

Sorry I see that decision has been made 🙄.

Guidance on full time: https://www.gov.uk/part-time-worker-rights

But seriously do better than the legal minimum.

lollipopjones Tue 06-Mar-18 21:25:56

I would go for option b. Remember it’s 5.6 weeks including bank holidays so depending on which days your employee works you take that off and they can book the rest on days of their choosing.

lollipopjones Tue 06-Mar-18 21:27:39

And ignore those saying give more than the legal minimum. Only do that if you can afford it. It’s not easy running a small business.

Partyfops Tue 06-Mar-18 21:30:08

ClaireB83 - ODFOD!!

I have gone for 135 hours to round it up.

She will get flexi time, overtime, mileage etc.

OP’s posts: |
ClareB83 Tue 06-Mar-18 21:30:49

Much easier with the good will of your employees.

FireandBrimstone Tue 06-Mar-18 21:33:28

Here's the weblink for info about statutory sick pay. https://www.gov.uk/employers-sick-pay. Essentially you don't have to pay them full rate for the first few consecutive days being sick, they get statutory amounts.

However even if you put the statutory minimum re sickness in the contract, (unsolicited opinion klaxon) sick pay is where I personally would suggest considering being a bit more flexible in practice. If an employee is really good but is genuinely sick, they could actually make themselves more sick and cause serious mental health issues if there is stress around not taking time off to recover, when they are concerned they won't be paid. I know this from personal experience (--husband's bastard of a boss)--.

FireandBrimstone Tue 06-Mar-18 21:35:40

Sounds like you are going to be a more than fair boss, OP. Flexi and overtime are both very good benefits to offer.

ClareB83 Tue 06-Mar-18 21:40:54

Flexitime and overtime benefit you as much as her. You get to ask her to work more hours when it suits your business.

I'm just saying if you've never employed someone before (which your post suggests since you have no idea what is full time for you or how to work our part time), why start off as one of those employers who do the bare legal minimum.

Unless you have to get a temp in to cover her leave (doesn't sound like you do since she's your first employee) is it that much of a hardship to offer a few more days?

Also statutory sick pay is ridiculous. Humans get sick. Even if you wait until after a probation period and have a maximum of a few days a year, offer something better than SSP!

I've never known a happy employee who has to answer any question about their job with "well they just do the legal minimum they have to".

NSEA Tue 06-Mar-18 21:47:35

@claireB83

Well are you going to be a dick who offers the legal minimum or something better?

Why are you being such a dick to someone who is clearly running a small business for themselves. Jeez!

OP, the hmrc calculator is best place to look for anything you have queries on. Also there’s a free hr website you can signnup to which creates contracts etc to aid you. Illytry find it

Partyfops Tue 06-Mar-18 21:48:22

I'm offering a good hourly rate.

She's a friend who knows it's a small business. She will be well looked after don't worry. She will only be working 4 short days a Week, she has no need for lots of extra days off.

You don't need to patronise me, you don't know my situation.

It's not that straight forward to work out the full time hours. I would basically take my pick. I work 50/60 hours a week so I can't go by that. It's an ad hoc service dependant on work available.

OP’s posts: |
FireandBrimstone Tue 06-Mar-18 21:48:49

OP, do you have professional insurances or Chamber of Commerce / professional society memberships? Sometimes as part of the policy or membership, you have access to legal services including contract templates, HR advice etc. That might give you some additional info and help.
It's a big step taking on your first employee and you're clearly wanting to do the right thing. Good luck!

Alabama3 Tue 06-Mar-18 21:50:05

and she gets to go home when she needs to

businesses work better if theres flexibility in all areas - OP has a new business, dont be a dick to her

Partyfops Tue 06-Mar-18 21:51:54

I do have professional membership, that's a very good point! I will contact them tomorrow and seeing they have anything.

I will also contact my small business advisor although he's been useless so far .

Thank you to the helpful posts.

OP’s posts: |
Lemongingertea80 Tue 06-Mar-18 21:53:35

Holiday entitlement will be
24hours/35full time hours X 100 = pro rata percentage

Pro rata percentage/100 X 28 holiday days x 7 hours for each work day = pro rata holiday entitlement in hours

PLUS

Pro rata percentage/100 x 8 bank holidays x 7 hours for each work day = pro rata bank holiday entitlement in hours

When a work day falls on a bank hol, the employee must book off that number of work hours.

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