All employees have an entitlement of up to 5.6 weeks or 28 days inclusive of Bank Holidays (for full time employees) paid annual leave under the Working Time Regulations. Part time employee’s’ holiday allowance can be prorated based on the number of days they work so by multiplying 5.6 by the workers working week.
For example, if an employee works 3 days a week it would be worked out: 5.6 x 3 = 16.8 days paid leave. The .8 is usually rounded up so it would be 17 days paid leave. An alternative way of calculating this would be based a percentage of a full time role.
28 days full time
3 days a week
=60% of full time working week
=60% of 28 days
Workers begin accruing holiday entitlement from the first day of employment. 4 weeks of the holiday entitlement must be taken during the leave year and are paid the same rate as a work day. Any untaken holidays at the end of the holiday year are subject to the employer’s discretion as to whether they will be lost/paid or carried forward to the following holiday year.
People on maternity leave also accrue holiday at the usual rate.
Upon termination of employment, accrued holiday allocation should be paid in the final salary.
It is up to you to make the final decision on when holidays should be taken and whether or not Bank Holidays are included in the entitlement. Employees are only entitled to and not limited to 28 days holiday, it is the employer’s discretion if they want to allocate more. Eight of those 28 days are allocated to any public and Bank Holidays.
Employment contracts may specify whether or not employees are entitled to taking Bank Holidays off or whether they will be given a day back in lieu.
Other forms of annual leave are:
- Emergency Leave
- Compassionate Leave
- Maternity Leave
- Paternity Leave
- Shared Parental Leave
What should be included in your contracts:
- What times will holiday’s not be permitted?
- What dates are holidays needed to be taken? i.e. shutdown
- If Bank Holidays are included
- How many consecutive days an employee can take off before getting special permission
- Notice period to request a holiday
- If unpaid holiday leave is permitted
- If unused holidays can be carried over
- Let employees know you have the right to decline holiday requests
- If you will pay staff a higher rate for working a Bank Holiday
Wurkplace clients use our HR software solution to review and manage annual leave and absence with ease. We can also create bespoke employment documentation which can be securely stored on the HR software. For a HR quick quote and/or a free demo of the HR software go here, alternatively call 01352 871053
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