The minimum entitlement for all workers, full or part-time, is 5.6 weeks of paid leave per year, although some employers offer more than that.
For someone working 5 days a week, this works out at 28 days. Whether bank holidays are included in this depends on the employer and should be detailed in the working contract. Part time workers have the same entitlement on a pro rata basis.
If bank holidays are given as extra days off to full time workers, part timers will also be entitled to this pro rata, even if the bank holiday does not fall onto a normal working day.
The actual entitlement for part time workers can be calculated by multiplying the days actually worked per week by 5.6. For example, if 16 hours are worked over 4 days, the calculation would read: 4 days x 5.6 equals 22.4 days of holiday entitlement. If they are worked, for instance, over two days, the entitlement would be 2 days x 5.6 equals 11.2 days.
Here are a few other points worth knowing about holidays and holiday entitlements:
- Holidays start to build up as soon as an individual starts to work for a company.
- The employer has the right to control when an employee may take his or her holidays.
- Holiday pay rates are equal to regular pay.
- When leaving a job, any holidays accrued and not yet taken have to be paid out.
- Public and bank holidays may either be included in the minimum annual leave entitlement or be given as extra days off.
- Workers continue to be entitled to holidays throughout periods of both ordinary and additional maternity, paternity or adoption leave.
- Workers have no right to additional, even if unpaid, holidays unless stated otherwise in a contract.
For someone working 5 days a week, this works out at 28 days. Whether bank holidays are included in this depends on the employer and should be detailed in the working contract. Part time workers have the same entitlement on a pro rata basis.
If bank holidays are given as extra days off to full time workers, part timers will also be entitled to this pro rata, even if the bank holiday does not fall onto a normal working day.
The actual entitlement for part time workers can be calculated by multiplying the days actually worked per week by 5.6. For example, if 16 hours are worked over 4 days, the calculation would read: 4 days x 5.6 equals 22.4 days of holiday entitlement. If they are worked, for instance, over two days, the entitlement would be 2 days x 5.6 equals 11.2 days.
Here are a few other points worth knowing about holidays and holiday entitlements:
- Holidays start to build up as soon as an individual starts to work for a company.
- The employer has the right to control when an employee may take his or her holidays.
- Holiday pay rates are equal to regular pay.
- When leaving a job, any holidays accrued and not yet taken have to be paid out.
- Public and bank holidays may either be included in the minimum annual leave entitlement or be given as extra days off.
- Workers continue to be entitled to holidays throughout periods of both ordinary and additional maternity, paternity or adoption leave.
- Workers have no right to additional, even if unpaid, holidays unless stated otherwise in a contract.
