are part time workers in the UK entitled to holidays.?

Question

Part time working 16 hours per month. What would the entitlement be if any? My employer does not give me any holidays and I work 2 saturdays a month for them - 8 hrs each day.

Answer 1

Where a member of staff works on a part-time basis and works the same number of hours per day from Monday to Friday, then the annual leave entitlement will be the same as that for a member of full-time staff. The only difference, of course, is that the payment for a "day" of annual leave for the part-time worker will be different from the payment for a day's leave received by the full-time staff member.

The case is not so simple for a member of staff who works on a part-time basis where the number of hours are not the same each working day or they do not work every working day of the week. The following step-by-step guide provides a calculation based on hours worked. These calculations need to be done annually to take account of the actual days when bank holidays and fixed closure days fall.

Step-by-step guide to calculating leave entitlement for part-time employees
This guide uses the example of a university support staff employee working for a full day (7.3 hours) on both Wednesdays and Thursdays and for a part day (4.3 hours) on Fridays. This calculation is for the 2001/2 leave year commencing 1 October 2001, when Christmas Day and New Year's Day fall on Tuesdays, with Boxing Day falling on a Wednesday. We assume fixed closure days on Maundy Thursday, Christmas Eve and New Year's Eve (Mondays), the working days between Boxing Day and New Year's Day (Thursday 27 and Friday 28 December) and 2 January (Wednesday).

Step one: identify the equivalent full-time total leave entitlement

These are specified for each staff group in holiday entitlement and its calculation. The leave allowance for a full-time university support staff member, inclusive of personal leave, any fixed closure days and the eight annual bank holidays, is 38 days or 277.4 hours (38 days x 7.3 hours in the day).

Step two: calculate the proportion of full-time hours to be worked by the part-timer

Hours of work for university support staff are specified in holiday entitlement and its calculation. For academic-related staff, for whom there are no prescribed hours of work, a notional figure of 37.5 hours per week is used for payroll calculations and should be used for calculating leave for part-time academic-related staff.

In this example full-time university support staff have a working week of 36.5 hours and our part-timer works a total of 18.9 hours per week, which is 51.78 per cent of the full-time hours.

Step three: calculate a pro rata leave entitlement

A part-time employee is entitled to a leave allowance in the same proportion to that of a full-timer as his or her working hours. In our example the full time leave allowance is 277.4 hours. The part-timer works 51.78 per cent of full time hours and is therefore entitled to a leave allowance equalling 51.78 per cent of 277.4 hours. This works out at 144 (143.64 hours rounded up to the nearest half hour) hours of leave inclusive of personal leave, any fixed closure days, and bank holidays.

Step four: calculate the personal leave entitlement

To calculate the employee's personal leave entitlement for the year, deduct the appropriate number of hours for any fixed closure days and bank holidays which fall during that particular year on days when he or she would otherwise have been due to work. In our example, these days are: Boxing Day (7.3 hours), Thursday 27 December (7.3 hours), Friday 28 December (4.3 hours), Wednesday 2 January (7.3 hours), Maundy Thursday (7.3 hours) and Good Friday (4.3 hours), making a total of 37.8 hours. Deducting this from the total of 144 gives 106 hours of personal leave entitlement.

Step five: keeping the leave record

Establish a leave record indicating a total allowance of 144 hours. Deduct all hours of leave as they are taken. So if the part-timer in our example takes a week's personal leave, you deduct 18.9 hours. If he or she takes a day's leave (i.e. does not work on a day when he or she would otherwise have been due to work), whether this is a bank holiday, fixed day of closure or personal leave, you deduct 7.3 hours for a Wednesday or Thursday and 4.3 hours for a Friday. No deduction should be made for bank holidays or fixed closure days which fall on days when the part-timer would not have been due to work, in this instance on Mondays or Tuesdays.

N.B. Note that, because at least three of the eight bank holidays each year fall on Mondays, a part-time member of staff whose working pattern includes Mondays may in many years benefit disproportionately compared with an employee who, as in the example above, does not work on Mondays. If the recommended method of calculation has not previously been followed, making the adjustment to the personal leave calculation now required by the Part-Time Workers Regulations may mean that such an employee has a lower personal leave entitlement than in previous years.

Answer 2

I also have a part time job working 16 hours a month every second Sat/Sun 4 hrs each day which entitles me to 7 days hols a year so you would be due the same hols as myself. This is permanent work. I also work full time during the week in a totally different job for diffferent employer

Answer 3

everyone is entitled to 4 weeks holiday a year.. so if you work 16 hours a month you are entitled to 16 hours a year,( 16 hours a month is approximately 4 hours a week) so 2 days paid holiday.

Answer 4

Allowances and holidays are normally made on a pro rata basis, much the same as pay. You should have a contract of employment or company rules that states what you are entitled to but with small companies that is rare. If the latter is the case you have to negotiate your time off with your boss.

Answer 5

UNDER THE WORKING TIME REGULATIONS 1998, ALL WORKERS HAVE RIGHTS TO AT LEAST 4 weeks paid holiday a year, regardless of whether they are employed on permament temporary contracts of whatever lengh but pay during holidays is calculated on normal weekly earnings excluding overtime and if you also entitled to commision will not automatically have this included in the calculation of normal earnings.

Answer 6

16 hours a month is equivalent to 4 hours a week.
4(hours worked) x4 (holiday entitlement) =16 hours per year
After each 13 weeks you are entitled to 4 hours holiday building to 16 per annum.

Answer 7

You are entitled to exactly the same holiday entitlements as a full time employee only your entitlements will be worked out pro rata as you only work part time

Answer 8

No, I don't think there is a legal reqirement for holidays considering you work two days a month. You should just ask for a day off when you would like it and see what happens.

When I had a saturday job I was under 16 I worked every Saturday and just asked in advance for days off when I wanted it - Always got it too :)

Good Luck

Answer 9

Part-timers, like their full-time colleagues, are entitled to a minimum of statutory annual leave, maternity leave, parental leave, and time-off for dependants.

In some cases, companies extend these statutory entitlements with enhanced contractual conditions. When this occurs, part-timers should have the same entitlements as their full-time colleagues, on a pro-rata basis where appropriate.

In the case of career breaks, part-time staff should be treated no less favourably than comparable full-time staff.

To comply with the law:
The contractual holiday entitlement of part-time staff should be pro rata to that of comparable full-timers.
Contractual maternity leave and parental leave should be available to part-timers in the same way as for comparable full-timers.
Careers break schemes should be available to part-timers in the same way as for comparable full-timers, unless their exclusion is objectively justified on grounds other than their part-time status.

If after stating from the PTWR Act 2000 they still refuse, contact either your solicitor or citizens advice, as THEY ARE legally obliged to give you some form of holiday, unless there is a clause in your contract!!

Answer 10

You are entitled to holidays pro-rata. If your employer wont allow you to take them they are breaking the law. You can get free advice ACAS they also have a very informative website.

Answer 11

Come on man ..2 Saturdays a month ,, bit of cash in hand ..WHAT paid Holiday ..you are not even in his books as a employee ..you are just a dogs body for 2 Saturdays ..
If i was you i keep quite before your employer dumps you .. (shows you the door) ..no disrespect but Saturday staff are 2 a penny ..unless you have a profession
and you are much needed in the industry ..than you negotiate your paid Holiday with your employer...lol