AIBU to expect to keep my full holiday entitlement?

[namechange0998776554432]

I've just applied to change my hours at work so I finish at 3pm every day, meaning I now work 80% of my full time hours. I was previously entitled to 25 days holiday but they're saying that will reduce to 20
(I.e. 20% less). I understand the logic, but I'm still working every day and losing a whole week's holiday is going to be pretty significant for me. The reason I'm cutting my hours is because I have no childcare outside of school! My pay is already reducing by 20% so taking a weeks leave from me on top seems unfair.

Surely, since in each day I work 20% less hours, when I am on leave I am also taking 20% less leave. So, I should still get 25 days (but am taking 20% less hours each day). I already argued this to HR but they refused, and sent me a policy which very clearly states the calculation and says if you're part time on e.g. 80% hours, you get 80% leave even if you work 5 days a week. This seems wrong to me but they refuse to give in.

Has anyone else been in a similar situation and managed to argue successfully? Am I being unreasonable to expect a bit more from a company who claims to support women who need flexible working arrangements?

Great result OP and not surprising as no other result is correct.

The amount of people posting incorrect nonsense on his thread is astounding. It's just basic math.

Thanks for updating and great result!

Is it because you’ve reduced part way through the annual leave year?

Lots of companies measure their leave in hours rather than days. Sounds like your company has converted your annual allowance into full days rather than hours. The maths still works out the same.
You'll get exactly the same amount if 'days' off still, however your days of will use less of your allowance because your new days are are 20% shorter.

It's concerning that you don't understand this.

This has been resolved with the company admitting they were wrong. Why are you insinuate that the OP lacks understanding/intelligence in this situation when it is actually clear you have completely failed to grasp the original post/issue? The OP worked the same number of days per week, but had her leave reduced as though she had reduced her working days. It was not being calculated in hours, the number of days leave entitlement had been wrongly reduced. Eg. As well as now only having 20 days instead of 25 days leave, the OP was only getting 6 hours leave for one of those days instead of 7.5.