Leave and BH’s

[FippertyGibbett]

Can someone please explain to me how, in really easy to understand terms, how leave and BH’s are calculated ?
Are BH’s taken from your leave allocation at the beginning of the year ?
Am I right in thinking that, at the beginning of each year, you are given X number of days leave then 8 days leave are taken away to cover the BH’s.
Therefore, if a person always works a Monday/ Tuesday they will have less days leave than someone who always works Wednesday/Thursday ?

I currently work two days a week, no set days, so I always take a BH as one of my days not working and work two days later in the week. Am I doing it wrong as I always get a different answer from different people in HR.
Thanks.

*three not thread

I disagreed with you splitting out bank holidays. That is what causes confusion. When dealing with part time staff it is always best to look at the total holiday allowance.

I work 24 hours part time in a standard 36 hour week.

As a full timer I get 32.5 hours plus 8 BH, total 42.5 days converted into hours than Pro-Rata to 2/3 because I work 2/3 week.

My working days are set at Tues/Wed/Thurs so most BH fall on a Monday or Friday in which case I don’t book any leave for those days as they are unpaid Non working days anyway.

For Christmas and New Year where a BH falls on a Tues/Wed/Thursday I would book 8 hours for each of those days, as they are working days that I’m paid for and not working.

32.5 DAYS not hours.

The only way anyone here can know without looking at your contract is if you get 4 weeks annual leave (8 days in your case) then the bank holidays, pro-ratered down must be additional (to give you just over 11 days off in total) as a minimum

If you have more than that then things can vary dependent on your contract.

Due to not wanting to out myself I said I worked two days, but I actually work 3 days a week.
So my contract states ‘30 days or calculated in hours of 225, plus bank holidays pro-rata’.
I have actually been given 171 hours leave this 1st April to 31st March year.
Thanks.

30 days (225 hrs) leave divided into 5 days is 6 days leave per day a week you work.
I work 3 days a week so get 18 days (135 hrs)leave per year.
My actual leave entitlement is 22.8 days (171 hrs) so I get 4.8 days (36hrs) for bank holidays.
Is that right ?
So therefore I am right to, in a BH week, either work 3 days later in the week or take the BH out of my leave and work 2 days ?

Many people struggle with this and I calculate the leave for the whole office. It's not actually my job but my boss can't get her head around part time hours.
For this year you get
(8 BH x 7.5 hours + 30 days x 7.5 hours) ÷ 5 x number of day you work.
171 hours is what I calculate your holiday entitlement to be.
If you class a bank holiday as a working day you take it as annual leave other wise you can use your leave as you wish.
Hope that helps.

Yes that is right

Thanks. So I’m right and my boss is wrong !

Thank you everyone.

Sorry to jump on the thread, but what happens when pro-rata BH allowance works out at part of a day, but the holiday booking system only allows leave to be booked in half or full days?

I work 3 days, so my BH entitlement is 4.8 days, added to normal holiday entitlement and booked the same way.

In the past the company rounded it up as our system only allows holiday to be booked in full or half days.

This year they didn’t, as we should have moved to a new system allowing leave to be booked in hours. This is not going to happen now until 2021, but no one has mentioned rounding up the 2020 BH entitlement.

So as things stand, I can only book 4.5 days of my 4.8 entitlement this year and will lose the remaining 0.3days. Is this legal?

I am drafting an email to HR (big engineering consultancy) but don’t know whether to ask about the legality of not rounding up this year.

You can only round up, not down, so I would query it with HR

@dementedpixie

Thanks for the reply, that was my thought, by not rounding up, and with a system that only allows half days to be booked, they are effectively rounding down, which is not acceptable.

My DH seems to think that I should play it softly, point out the issue to HR, but not mention anything about illegally rounding down.

But they are a big company, they knew what they were doing by not rounding at start of year, so they must know they need to round up now the new system isn’t being implemented in 2020, but hoping people don’t query it (esp with Covid!).