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2 Annual leave calcs

Hi all

Having been in HR for too many years to mention I've had a mind block on holiday calcs. So I've recently joined an organisation who have reduced their working days from 5 to 4 but staff are still doing full hours (compressed over the 4 days). The business has pro-rata'd annual leave, so the full time equivalent was 38 days (including Bank Holidays) but everyone now has 30.5 days. We have some staff who have a Tuesday off and to cover the Bank Holidays for a year they have to use all of their Bank Holidays + 1.5 days of their annual leave allowance. Should staff still get the full time holiday or should I convert this into hours? Any experience or advice greatly appreciated.

Thank you.

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michelle | 0 Posts

10 hours ago

Converting holiday entitlement to hours may be fairer and more flexible, especially with a 4-day work week. It ensures all staff receive the correct leave regardless of their working patterns. For instance, 38 days (including Bank Holidays) would convert to 304 hours. This method helps ensure equitable and transparent leave management across the organization.
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Elizabeth | 0 Posts

9 hours ago

I'm not sure converting it to hours would make any difference. Can the employees who have Tuesday off work be given the option to work on a Tuesday if there is a bank holiday? We have people who have Fridays off so end up using a lot of leave for bhs but presumably it is their choice to have that day off.
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