Contract terms / Holiday entitlement

[KarlFromDorset]

How does holiday entitlement work with an employee who is salaried…but they want to have their holiday calculated as hours?

The employee does 28 hours a week and is getting the same money as if he was working full-time (bloody family…don’t ask!!!).

His hours are 8-2 Monday to Thursday and then 8-12 Friday. We have offered basic holiday entitlement (5.6 weeks) but is refusing to sign the contract as wants to go hourly instead.

We always done holiday historically as days/weeks.

Where do stand with this and how does it work with hourly vs weeks on a salary?! Will he benefit more holiday time if we go hourly or will it better for us?

(We have a solicitor involved with contract and awaiting info from accountant on this too)

 

[WaveJumper]

28 hours a week is 28 however you look at it multiplied by as you say either 5 or 6 weeks entitlement, what I am guessing is whats needed in the contract are "rules" on how holiday entitlement is taken ie they probably / possible thinking of taking an hour here and an hour there as and when they want, which may not suit your operational needs -

Just a guess

 

[ChrisCallaghan]

Isn't this basically a maths problem?

For example, if your staff normally work 37.5hrs per work, then 5.6 weeks annual leave would be 210hrs annual leave per annum.

If this staff member is working 28hrs per week, I get that to be 75.66% of a standard 37.5hrs working week. 210hrs at 75.66 comes to 156.8 hrs of annual leave per week.

I'll admit it's been a long time since my maths GCSE, so happy for others to correct my approach!

 

[DontAsk]

Have you asked WHY he wants it in hours? What outcome is he hoping to achieve by having hours?

 

[ChrisCallaghan]

If this staff member is working 28hrs per week, I get that to be 75.66% of a standard 37.5hrs working week. 210hrs at 75.66 comes to 156.8 hrs of annual leave per week

*Correction - 156.hrs per year

 

[WaveJumper]

Isn't this basically a maths problem?

For example, if your staff normally work 37.5hrs per work, then 5.6 weeks annual leave would be 210hrs annual leave per annum.

If this staff member is working 28hrs per week, I get that to be 75.66% of a standard 37.5hrs working week. 210hrs at 75.66 comes to 156.8 hrs of annual leave per week.

I'll admit it's been a long time since my maths GCSE, so happy for others to correct my approach!

or perhaps even taken any annual leave

 

[KarlFromDorset]

Thanks all. Accountant has confirmed it’s hours.

Now to find a contract clause that covers hourly holiday and how to book as everything I can find is only for days/weeks!

 

[GSinghD]

How does holiday entitlement work with an employee who is salaried…but they want to have their holiday calculated as hours?

The employee does 28 hours a week and is getting the same money as if he was working full-time (bloody family…don’t ask!!!).

His hours are 8-2 Monday to Thursday and then 8-12 Friday. We have offered basic holiday entitlement (5.6 weeks) but is refusing to sign the contract as wants to go hourly instead.

We always done holiday historically as days/weeks.

Where do stand with this and how does it work with hourly vs weeks on a salary?! Will he benefit more holiday time if we go hourly or will it better for us?

(We have a solicitor involved with contract and awaiting info from accountant on this too)

Hi I am a HR professional and can help with this matter. You don’t need a solicitor to write contracts actually, can be an expensive affair.

if he refuses to sign a contract and accepting pay then he has accepted the terms. Its implied. Tell him thats the way company is calculating holiday pay for everyone and a special treatment for him can set a wrong precedent. Unless you want to do it the way he wants.

I will be more than happy to assist for free if you want some initial advice and also a bit more background about the situation will help me answer it more clearly.

Please dm me or let me know if you want I can share my contact no and we can talk over the phone and I can give you some pragmatic advice.