Most UK managers know that employees are entitled to a minimum of 5.6 weeks of vacation during the year for anyone who works five days a week amounts to 28 days – including 8 days. However, for people with partial, flexible or zero hour time contracts, calculating vacation entitlements, it is not that simple.
Partial or flexible hours
A customer who recently called I did not know if any of their people had good enough for the amount of vacation you requested. The employee in question had changed their working hours during the vacation year, worked a number of hours for three days a week, including Monday, but could choose the hours of work each day instead of Have fixed start and end times. Additionally, holiday policy requires the company three days to book the full right of the stay to cover the period between Christmas and New Year when the business has been closed. It was therefore quite complicated to disentangle!
I decided that the best way to calculate it would be based on the total number of hours of vacation leave for the period in question, rather than days as you would if it worked fixed hours each day. Once my client understood the calculation logic, he was sure he could process future applications.
This case reminded me of another customer whose employees did not have fixed time at all but worked when and when needed and finished time sheets per month. He did not know how to calculate your vacation accounting at all. I explained to him that I had to multiply the total hours actually worked in a month by 12.07%, to give the amount accumulated in that vacation month. He could be paid the wages of that month or performed, depending on whether they had taken vacations or not. Easy!
What about Monday?
Calculating vacation entitlements can also be a challenge when a part-time employee does not normally work on Monday. How do you react to the fact that most holidays are a Monday? In this case, your total entitlement is calculated on the basis of 5.6 weeks per year (considering that a “week” as the case may be 4 days or less) and should be allowed to take the proportional equivalent of 8 vacation The days that would normally be at work.
Whose decision anyway?
Finally I remember an angry employee complaining that his company had refused a leave request because someone else had already booked time in the same week. “Are they allowed to do it?” Do not count on me when I take a vacation? ” she asked. She was very surprised when I actually advised that employers have the right to force their employees to take vacations at certain times and reject leave requests on other occasions. It was a common time for factories to have an annual closure for two weeks during the summer, the office and many businesses are closed during Christmas / New Year. Employees of the Ministries of Finance can not be allowed To take a leave towards the end of the company’s fiscal year, while seasonal rental companies are often very limited during the “busy period” – just ask any sales manager if you can take Holidays in Boxing Day!