- Original Poster
- #1
I cannot find any definitive guidance online to aid with my question below and hoped that there would be someone with more working brain cells than me that can assist with this one.
We have as a company additional holiday awarded for long service, which is nice. One of our team has recently switched from full time to part time (5 days down to 4) and has already been awarded additional days holiday due to their length of service. Next year they would be entitled to another day holiday and the question is simple.
Should this additional day also be pro-rata based upon their new part time hours? I assume that any additional holiday they have been awarded would still be full days as they had worked full time hours for that period. Any assistance would be appreciated.
We have as a company additional holiday awarded for long service, which is nice. One of our team has recently switched from full time to part time (5 days down to 4) and has already been awarded additional days holiday due to their length of service. Next year they would be entitled to another day holiday and the question is simple.
Should this additional day also be pro-rata based upon their new part time hours? I assume that any additional holiday they have been awarded would still be full days as they had worked full time hours for that period. Any assistance would be appreciated.
