We have an employee who works 3 full days and 1 half day per week. Using the online holiday entitlement calculator it says they are entitled to 137.2 hours which works out at 19 full days and almost a half day. Our business is closed 17days per year and employees are required to use annual leave to cover these day, due to this our employee only has 2½ days annual leave to use as they wish. To me this doesn't seem overly fair, should there not be the option to take business closure as unpaid leave. Would like to hear some opinions on this as unsure how to best manage this as the employee is asking questions
Hi - do all the business close days fall on days that the individual is due to work? They should only have leave deducted when a closure day falls on a day they would normally work. So for example, if there was a full week closure, they would only have 3.5 days deducted, whereas a full time person would have 5 days deducted. I guess some of them are public holidays and again, they should only have that day deducted from their annual leave entitlement if they were actually due to work on that day. For example. in a week where there was a public holiday on a Monday, if they normally worked tues, wed, thurs and fri morning, they shouldn't have anything deducted
Hi - do all the business close days fall on days that the individual is due to work? They should only have leave deducted when a closure day falls on a day they would normally work. So for example, if there was a full week closure, they would only have 3.5 days deducted, whereas a full time person would have 5 days deducted. I guess some of them are public holidays and again, they should only have that day deducted from their annual leave entitlement if they were actually due to work on that day. For example. in a week where there was a public holiday on a Monday, if they normally worked tues, wed, thurs and fri morning, they shouldn't have anything deducted
