Part Timers and Bank Holidays

[NapQueen]

If someone PT gets (eg) 5 BHs per year, and is contracted a Monday, and works somewhere that always closes on a bh, am I right in thinking that:-

5 of the BHs in the year they will be off and paid for it
3 of the BHs in the year they will be off and unpaid for it
We can agree with them that they can take these three days unpaid or work an alternative day in the week?

Is there a rule of when they can make up this extra time? Does it need to be in the same week or pay period?

What does your workplace do?

you get the bank holidays that affect you, that is all. you get given the extra annual leave, which you then take off, as well as accounting for Christmas, when it applies to your work day.
I am not sure if i am understanding.

i dont know about making up extra time though.

My work place makes these days come out of the remaining part of annual leave - so they get less 'choice' days. I think this is the most common way of doing it.

So someone who works Mon Tues and Weds every week will always have ever BH off, which I understand, but their contract states that they are only entitled to five of them.

As we dont open on any BH they essentially get all of them off, so does the three they arent entitled to get given as unpaid days?

Ah ok. So for five of their BHs they use BH days allowance and for the other 3 days they use AL allowance?

I only work 6 hrs (on a sat no rarely on a BH) and my employers work out what % of a full time week I work then calculate that % of all bank holidays and add those hours into my annual leave.

When done properly, someone working 3 days would get 3/5 of the annual bank holudays added to their annual leave entitlement, and then be obliged to take leave on bank holidays.
My firm lets me keep track of it.

yes, that is why when I went part time my friend and colleague advised me Not to work on mondays. So i dont

We add the pro rata number of bank holidays to their annual leave allowance (e.g.5 days), calculated in hours. They then book leave on all of the bank holidays and adjust the balance of their leave entitlement accordingly.

We do sometimes allow them to swap their non-working day that week instead, but it would have to be in the same week.

Normally a 3 day a week job in the UK is entitled to a minimum 16.8 days holiday (5.6weeks) in a standard year say 6 of these would be bank holidays so they would have 10.8 (just over 3 weeks) of choice holiday. If the company leave is more generous than the minimum you adjust the calculation but this is the way it is normally worked out. Part timers working on Monday don't gain paid holiday but do loose a little choice.

For example..

A full time employee gets 20 days plus 8 bank holidays, so total entitlement 28 days

Part time employee on 60% hours (3 days a week) is entitled to 60% of the fill time entitlement, which is 16.8 days. If a bank holiday falls on a day that they would normally be in work, then they need to take it as annual leave.

Depends on contract of course, but this is a fairly standard way of doing it

In my company if you work 2 days you get 2/5 of the bank holidays for that year paid.

So for 2017 with 8 bh you would have an allowance of 3.6 however 5 bh this year fall on a Monday so would need to use 1.4 days from annual leave.

I work 3 days including mondays, which means that 2/5 on my bank hols are AL. Jealous of my colleague working 3 days, not mondays as she gets extra AL to take at will. Wish it had occured to me.

Well, assuming you're in the U.K. not all 8 bank holidays fall on a Monday - never Good Friday, and Xmas Day, Boxing Day and New Year will depend.

In my NHS role annual leave is calculated in hours. Full timers get 8x7.5 hours to cover all Bank Holidays and part timers get a proportion of that. You're then expected to use that to cover Bank Holidays.

I think if you're giving an allocation of leave which matches the employees part time hours, then if more than 5 bank holidays fall on a Monday it's fair enough to ask them to use annual leave.
No reason that you can't also offer them the chance to swop a day or take unpaid leave to cover.

Otherwise your employees who work Thursday/Friday will be a bit pissed off at never getting a Bank Holliday 'off'

Ah ok. Its a very flexible workplace so giving them the choice of working another day or using AL is probably what they will do. I will check.

What FunnyBird and AlfieBear said. I work 80% of full time hours so I get a block of leave made up of 80% of the full time annual leave allowance and 80% of the bank holidays. Bank holidays that fall on a working day have to come out of my block of leave, so yes Monday is the best day not to work!

I work 10 hours, flexibly, normally spread over Mon/Tues/Wed. I get 5 weeks annual leave, which I always take in blocks of a week. Then for every bank holiday I work 2 hours less that week, occasionally rolling it over a week if I am taking that week as annual leave.

So my normal pattern is 4 hours Mon, 4 hours Tue, 2 hours Wed total 10. If Mon is a bank holiday and the business is closed I then work 4 hours on each of Tues/Weds total 8. I manage this myself informally as we don't clock in or have fixed start and end times.

Different workplaces calculate it in different ways but it ought to work out that a person contracted to work Monday and Tuesday every week gets exactly the same pay and works exactly the same total hours over the course of the year as someone contracted to work Wednesday and Thursday. The person who is contracted for Mondays gets less choice about when their paid time off happens.

All part time workers should get the same number of days leave (including bank holidays) pro-rata'd by their number of working hours in a normal working week compared to a full time worker, as a full time worker does.