It seems like holiday season is always upon us these days. For many early years’ settings calculating entitlement is an added pain.
When calculating holiday for anyone its very important to remember 2 important principles:
- Be prepared to show you workings out, as everyone thinks the employer will ‘diddle them’ out of holiday entitlement.
- Always round up, never round down.
Live by these principles and you won’t go far wrong.
So let’s take a calculation you may have to perform to calculate entitlement for some term time only staff.
If your setting operates 40 weeks of the year and your staff are term time only they accrue holiday over the 40 weeks they work.
When they take the holiday will be down to your own processes, and does vary between setting.
Pro rata, 40 weeks as a % of 52 weeks which would be a full year is 77%. Therefore they are entitled to 77% of the holiday entitlement of a non term time employee.
5.6 weeks is the holiday entitlement for someone working all year. 5.6 weeks x 0.77 = 4.31 weeks holiday entitlement.
Hope that helps!
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Do settings have to pay bank holidays for term time staff ?
Bank & Public holidays are included in the 5.6 weeks statutory holiday entitlement, therefore when you pro rata for term time only you are reflecting that entitlement.
Although Bank Holidays etc are reflected in the entitlement, I only work Thurs and Fri and therefore do not get the benefit of having Monday Bank Holidays off like all the other workers, who get a paid day off. Shouldn’t I receive some form of pro rata benefit under the Part Time Workers Directive?
Hi Julie, you should still get the benefit of the bank holiday mondays when pro rata is applied. I would calculate your entitlment as 2/5ths of 28 days. Regards, Imogen