Calculating the entitlement to holidays of part-time employees is difficult. However, our holiday calculator is a breeze. The tool makes use of pro-rata calculations, based upon the holiday entitlement for each year, to give exact as well as reliable data. By using the calculator we provide, it is possible to be sure that your employees working part-time receive their rightful share of the holidays.
How can you determine the holiday entitlement for part-time employees
Holiday entitlement calculation for part-time employees is somewhat more complex, and that’s why we step in! This guide was created to assist you in calculating annual leave for both your full and part-time employees, including starters as well as leavers and shift workers.
Below, we’ll look at our understanding of the UK holiday entitlements system. We will also provide some useful holiday accrual calculators that can help you figure out the employee’s entitlement to holidays.
Part-time employees are pro-rated to the full-time employee’s entitlement. It is calculated based on their work week. To determine their entitlement to holidays, you can use the following formula:
Examples of the entitlement to annual leave for employees who work part-time
If you are planning to provide more time off than the legally mandated amount, ensure that you give a proportional amount of time to your employees working part-time. This is an example: If full-time employees have access to the option of taking an annual vacation for 33 days, an employee working a full-time schedule is entitled to 26.4 days of annual leave per year (calculated using 4 times 5, multiplied by 33, which is 26.4).
In accordance with the legal guidelines, the rounding down of an employee’s leave is not permitted. However, there’s an option to increase their leave if you wish, but it’s not required. For example, if an employee’s vacation days total 26.4, then rounding it up to 26.5 is possible; however, cutting it down to 26 isn’t allowed.
As per the law, the employees are entitled to the maximum amount time of annual vacation of 28 calendar days.
Bank holidays and public holidays
It is important to note that the concept of a bank holiday or public holiday does not appear found in Our Working Time Regulation (WTR) law. It is referred to as Statutory Leave. WTR comprises four weeks in section, 13and section 13A is country-specific, and in the UK, it’s 1.6 weeks.
In formulating statutory leave entitlements, each week is considered to be five working days, regardless of the employee’s working schedule. This is for a full-time worker. To calculate the number of days that an employee has the right to receive under Section 13, multiply five times four, which will give you 20 days. In addition, section 13A provides eight days of vacation. Certain contracts might include 28 days of leave in total. However, others might list the eight Days of a bank holiday in a separate section. In addition, some contracts may not provide the amount of Bank Holiday days, which could mean that there are additional days off in the event that the government declares a second holiday due to state reasons (e.g., coronation). If the contract specifically stipulates how many Bank Holiday days, there is no legal requirement to give additional days of leave under UK legal leave if the government declares other days. In this scenario, employees would have to make use of their allowance to pay for the other day off.
Sometimes, there are issues when employees working part-time who have less than five working days a week are required to work on holiday days because their business is closed. The majority of bank holidays occur on a Monday. If a worker does work on a Monday, they will be required to take a greater portion of their pro-rated holiday as compared to a person who works on a different day in the week as their non-working day.
If you have set up the mandatory holiday dates for certain dates within the system you use, then you might have to alter the employee’s day of work when they are working on the day. They will have to be transferred to them to be booked at a later time. If an employee is granted the day off, they will have their credit balance accurate and reduced by a day.
How do you determine the entitlement to holidays for employees who are paid hourly or on shifts?
Workers who are paid on an hourly basis or do not have set time working hours (i.e., employees who have zero-hour contracts)) are also eligible for an equivalent of 5.6 weeks of paid vacation. Based on the amount of time they work.
There isn’t any law on how to convert 5.6 plus weeks of entitlement into hours or days for these workers. Therefore, employers are required to carry it out in the most equitable method that is fair for them. We recommend expert advice regarding this issue should you have any queries.
Calculating annual leave in terms of the number of yearly hours
In the event that individuals’ work hours differ between the days, the holiday allowance can be stated in terms of a certain amount of hours per year.
Your full-time workers are entitled to an average of 33 working days per year (25 holidays and eight bank holidays). Then, the amount of time a part-time worker who has a work schedule of 20 hours a week is calculated by multiplying Twenty hours per week by 6.6 (which is equivalent to an average of 132 days of holiday each year.
If an employee who is working part-time for five hours on Tuesday and 7 hours on Wednesday chooses to treat those days as a vacation, they’ll be unable to claim 12 hours of their annual allowance.
How do you calculate the entitlement to leavers’ holidays?
If the employee’s holiday entitlement is 28 days per year, and the employee has a leave of 90 days before the start of the holiday season, you want to determine their entitlement with the same formula as those of new hires.
To determine the amount of holiday you are entitled to using the real (i.e., 366 or 365) days in a calendar year, choose the days that pass between the beginning of your holiday season and the employee’s date of departure. Divide the number by the number of 365 (or 366).
For example, if your employee’s departure date is 31 days in March, and your holiday year begins on one day in January, you have 90 days between the two dates. Simply divide this number by 100 and then multiply by 365 to calculate the amount of holiday allowance that is available to the employee.