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
Thanks for your response, yes we are only deducting the days that they would usually be in work, we take all bank Holidays and then close for a week at summer and Christmas and 3 days at Easter so that's 10.5 days on their own
Thank you, is that all the closure periods, as if that only constitutes 10.5 working days for them, they would still have 9 left to use as they wish?
If all 17 of the days that a full time person has pre-allocated falls on their working days, then them only having 2.5 days left to use as they wish would be correct, but I'm struggling to see how that could be the case as because they only work 3.5 days, when you close for the week in the summer, you would only be pre-allocating them 3.5 days rather than the 5 days that someone full time would have pre-allocated.
Thank you, is that all the closure periods, as if that only constitutes 10.5 working days for them, they would still have 9 left to use as they wish?
If all 17 of the days that a full time person has pre-allocated falls on their working days, then them only having 2.5 days left to use as they wish would be correct, but I'm struggling to see how that could be the case as because they only work 3.5 days, when you close for the week in the summer, you would only be pre-allocating them 3.5 days rather than the 5 days that someone full time would have pre-allocated.
