Employment Lawyers Can Answer Your Employment Law Questions
Hello, my name is***** am a qualified lawyer and I will be assisting you with your question today. What was the arrangement on working hours before you changed last year?
Thanks. Your entitlement to holidays is determined by the number of days you work in a week. So if you work full time (i.e. 5 days) then you get the full entitlement of a minimum of 28 days a year. However, if you work less than 5 days, your entitlement will reduce on a pro rata basis. So if you did 4 days a week you will get 4/5ths of the full entitlement, if you did 3 days, you will get 3/5ths and so on. Therefore, someone working 4 days a week is only legally entitled to a minimum of 22.4 days a year. So whilst you may do the same number of hours, your entitlement is determined by the number of days you work per week.
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What does your contract say on this?
ok so you were entitled to 20 days plus 8 bank holidays before? Now you re entitled to 22 days incl bank holidays?
Sorry I was out of the office when you replied earlier. The entitlement is correct I'm afraid. Bank holidays can count as part of your total holiday allowance. Before your minimum entitlement by law was 28 days and you had all bank holidays included in it. Now by law your entitlement is 22 days and it still includes the bank holidays. So nothing had changed apart from a reduction in total holiday allowance to reflect the reduction by a days work per week. Hope this clarifies?
You are welcome, all the best
Hi, is this the new contract to reflect the reduction of a day?
If you work 40 hours per week then your minimum entitlement by law is going to be 224 holiday hors per year. Under the new contract you are getting 260 hours so you are already getting more than what you are due by law.
yes if the contract says something then you would expected them to adhere to it, unless it was obviously an admin error in which case they are entitled to correct it
No worries, all the best