It can be complicated working out holiday entitlement if you don’t work standard full-time hours.
For part-timers who work, say, two or three full days a week holiday entitlement is fairly straightforward. You are entitled to a pro-rata of whatever full timers at your organisation get, so, for example, if you work two full days a week you would get two fifths of whatever full timers at your organisation get, including bank holidays – irrespective of which days you work.
If you work compressed hours you should calculate their holiday in terms of hours worked so if you work the same amount of hours as full-time workers you should get the same number of hours in holiday [rather than days], including bank holidays. For each day’s holiday you would need to deduct the number of hours you normally work in that day.
The best way to work out holiday entitlement is to calculate hours worked annually and to pro rata this based on full-time workers’ annual hours, including bank holidays.
If shifts are the same weekly you can work this out based on a pro rata of full-time workers’ holidays. If shift patterns vary, you will need to work this out over a longer period, according to the established repeating pattern.
If you work a fraction of a day you would need to work out your holiday in terms of hours worked in a week and pro rata this compared to what a full-time worker in your organisation works. You would get a pro rata of bank holidays too.
If you work on a casual basis or work very irregular hours, your holiday entitlement should be worked out in hours. If full timers in the organisation get the statutory minimum of 28 days holiday that equates to 12.07 per cent of hours worked over a year.
If you are on a zero hours contracts, holiday entitlement accrues in the same way as for those on permanent contracts. However, due to the sometimes irregular nature of hours, it is often easier to calculate it based on hours worked.
The minimum holiday entitlement for full timers is 28 days which may include bank holidays. Bank holidays do not have to be given as extra, but if they are given as extra to full timers any flexible workers are entitled to a pro-rata of what full timers get.
The Government has an online calculator where you can calculate your entitlement based on the minimum holiday entitlement.