It’s the time of year when bank holidays are coming thick and fast. There is no automatic entitlement to paid bank holidays however. It may be easy to allocate full time staff paid bank holidays, however, for part time staff who may work on different days of the week with either full or part days, therefore irregular hours, the issue of part time staff and bank holidays can pose many a tricky calculation to ensure correct entitlement. Over the years I have seen this as a thorny issue for many employers.
Statutory holiday entitlement is currently 5.6 weeks which equates to 28 days including public holidays. To pro rata down 5.6 weeks or even 28 days for part timers they may be disadvantaged, losing out, and it can be more difficult to work out what they can take from their annual entitlement. If annual holiday entitlement is converted to hours as a single calculation, it is more straightforward and easy to understand for all concerned. That is what I recommend for inclusion in an employment contract.
Part timers can be further disadvantaged if the bank holiday falls on a day that they already do not work eg if they only work on a Tuesday, Wednesday and Thursday and the bank holiday falls on a Monday.
Furthermore, therefore, if their holiday entitlement is allocated in hours, when the aforementioned situation arises, the part time employee need deduct no hours from their holiday entitlement, and they can then take it on another occasion.
To work out a part timers holiday entitlement see the example below:
22.5/37.5 x 28 x 7.5 = 126
22.5 = part time hours
37.5 = full time hours
28 = number of annual statutory days
7.5 = hours in a working day
126 = number of annual holiday entitlement hours
For further information: https://www.gov.uk/holiday-entitlement-rights/entitlement