I’m a part-timer and I’m so confused about how LBG allocates and deducts hours in lieu of bank holidays. Is there a simple way of explaining it?
Firstly, let’s work out your entitlement. It’s determined by where you work (there are different allowances in different jurisdictions). Let’s take England & Wales this year as an example.
There are 9 bank holidays:
- New Year’s Day
- Good Friday
- Easter Monday
- First Monday in May
- Monday 8 May – Bank holiday for coronation of HM King Charles
- Last Monday in May
- Summer bank holiday
- Christmas Day
- Boxing Day
For a full time member of staff (working 35 hours), that means 63 hours will be added to their contractual holiday entitlement (9 x 7 = 63).
To work out your entitlement as a part-time member of staff, you need to pro rate a full-timer’s entitlement.
For example, if you work 20 hours, you’ll be entitled to 20/35ths of 63 hours = 36 hours. So, 36 hours would be added to your contractual holiday entitlement.
There’s often confusion about how many hours should be deducted from the combined contractual and bank holiday entitlement for part-timers.
If a bank holiday falls on a day which you would normally work, then the number of hours that you would normally have worked on that day should be deducted from your combined entitlement.
Some colleagues may find that the number of bank holidays that fall on their working days exceeds their entitlement. This is most likely to happen where working patterns for part-time colleagues include a Monday, as most bank holidays fall on this day.
Instead of deducting these hours from their combined entitlement, a colleague can agree with their manager to work back any deficit in hours at an appropriate time.
Hope this helps you to work yours out. If you want to chat it through, get in touch via [email protected]