How do I work out part time NHS Bank holiday entitlement?

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I'm just about to start a part time job in the NHS. My working days will be Tues, Weds and Thurs, and I will be working 7.5hrs each day.

As Im not working mondays, how do I stand with regard to bank holiday mondays? How do they work out bank holiday entitlement?

I spoke to a very unknowledgable person in their recruitment dept who didn't really know how to advise me.

I would be very grateful for any advice!

Yes I wouldn't have thought someone in recruitment would be an expert tbh.

Does your contract not spell out your leave entitlement?

I have worked PT in the NHS for over five years and I still don't understand it. Most people don't and it's pro rataed in hours in the most complicated way possible. Speak to HR and then speak to someone else in HR. You will probably get different answers and your line manager will be none the wiser.

My PA worked out my outstanding AL as three weeks, when I in fact owe them time before I move on to my new job. Unfortunately this was after I booked a trip to Barcelona...

Thanks for your posts, Ladies.

Flowerybeanbag - I don't actually have a contract yet! As Im going from one Trust to another, the recruitment chap said I wouldn't get one until I'd started (Aaaaaaaaaaahhhhhh!).

Queenofwhatever - thanks for your post. It is as I feared, another NHS Special! Why does it have to be so complicated?!

I am part-time, and because I don't work Mondays, got some extra hours tagged onto my holiday allowance to compensate. Still not 100% sure how it is calculated though...It was my manager who calculated it.

If you look on your intranet there should be two tables - one showing annual leave entitlement and another showing bank holiday entitlement - according to the number of hours a week you work. You add them together to work out your overall leave entitlement for the year. At last there was at my last trust...

My understanding is that you get 8 public hols when full-time, so yours would be pro rata to that. 3 full days per week = 3/5 of whole time. So you'd get 3/5 of the 8 days, so 4.8 days?

yes that's correct.

And by not working Monday, you gain 8.8 days annual leave per year - the 4.8 bank holidays and then the fact that you don't work Mondays so never have to use your annual leave for Easter Monday, Whit, May day and August bank hol.

So effectively, by not working mondays, you gain 2.5 weeks annual leave.

No brainer...

Is the service you work in 365days/year and will you be expected to cover bank holidays such as christmas if they fall on your working days.

If the answer is yes then your bh entitlement is worked out as part of you annual leave entitlement and would be 3/5 of the cumulative hours of all bank holidays.

If you will never be working a bank holiday then you will not have them included in your annual leave entitlement.

hth.

There is a computer programme that your manager should be able to use to calculate your entitlement in proportion to the hours that you work.

I our dept we work out our A/L in hours
There are 8 bank holidays of 7.5 hrs, therefore, 60 hrs per year.
You are entitled to 60 x 3/5 = 36 hrs
Therefore you are entitled to 36 hrs added onto your A/L hrs
I think your A/L should also be worked out in hrs too as depending on how long you have worked for the NHS will depend on how many leave days you are entitled to:

Under 5 years service 27 days:
therefore 27 days x 7.5 x 3/5 = 121.5 hrs +36 hrs B/H -total 157.5 hrs

5 - 10 yrs service 29 days x 7.5 x 3/5 = 130.5 + 36 hrs B/H - total 166.5 hrs

10+ years service 33 days x 7.5 x 3/5 = 148.5 + 36 hrs B/H - total 184.5

If christmas, boxing or new years day fall on a Tues, Weds or Thurs then 7.5 hrs will get knocked off these leave hrs, but for all the Monday and Good friday B/H nothing will be knocked off.

I hope I have worked this out OK (just had a glass of cider) but hope you get my drift.
In the past I have worked this out for one of my colleagues when our manager couldn't do her maths right and was in disagreement with the colleague but had to back down in the end as I put it in the most simple terms in an email and HR agreed!

Thanks so much everyone for taking the time to explain it to me, hopefully I will get it straight in my head just in case my manager dosen't get it (more than likely!). I don't want to be diddled out of my hols!

Here's how it worked for me being part time in the NHS - its pretty easy once you get your head round it...

You are entitled to 8 BHs a year if full time (full time in most of the NHS is 37.5 hrs/wk) so each BH is worth 7.5 hours off to a full timer. Over a year thats 60 hours (7.5hrs x 8 days).

When you are part time you get the appropriate percentage of hours so if you work 30 hours you would get 30/37.5ths of 60. Divide 60 by 37.5 and then multiply by 30 and thats how many BH hours of leave you would get a year ie 48 hours.

Say you werent due to work Easter Monday - in that case you just have that day off as normal and dont take any BH hours. If you were due to work but instead have the day off as a Bank Holiday, then you use up however many hours of your BH entitlement you would normally have worked that day. So if you were due to work 5 hours you knock that many off your 48 and if you were due to work 9, you knock that many off...

Does that make any sort of sense

Thanks follyfoot, the maths bit looks a bit complicated, but I'm sure I;ll get my head round it when I've got 5 minutes! Thanks for taking the time to explain, much appreciated.