Accrued Bank Holidays...
Discussion
Yep. It works like that for parttime staff where I work and IIRC there is something similar for term time staff in schools.
It's swings and roundabout. If you didn't use the accrual system and worked from 1st June to 24th December you'd get 1 BH whereas if they are accrued you would get 4/5
It's swings and roundabout. If you didn't use the accrual system and worked from 1st June to 24th December you'd get 1 BH whereas if they are accrued you would get 4/5
That doesn't seem unreasonable to me?
Looking at it from the other side, you could in theory start a job on April 13th, stay until June 2nd and take 4 Bank Holidays and a couple of days or accrued annual leave in return for working only 28 days. That would hardly be fair on the employer, would it?
Looking at it from the other side, you could in theory start a job on April 13th, stay until June 2nd and take 4 Bank Holidays and a couple of days or accrued annual leave in return for working only 28 days. That would hardly be fair on the employer, would it?
Countdown said:
Yep. It works like that for parttime staff where I work and IIRC there is something similar for term time staff in schools.
It's swings and roundabout. If you didn't use the accrual system and worked from 1st June to 24th December you'd get 1 BH whereas if they are accrued you would get 4/5
That would only be the case if your employer only gave to the statutory minimum, which I think is 3 weeks plus 8 bank holidays?It's swings and roundabout. If you didn't use the accrual system and worked from 1st June to 24th December you'd get 1 BH whereas if they are accrued you would get 4/5
If, like many places, you get 4 or 5 weeks plus Bank Holidays, then I'd only expect to get the one BH for those work dates, not any accrued extras.
anonymous said:
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Whilst it isn't possible for anyone to "work" on those days, they are still being paid for those days and so the company is protecting itself to a degree by spreading the cost of the 8 bank holidays over the 12 months; when in reality half of the bank holidays occur within about 8 weeks of each other around Easter and May, as well as 3 occuring in a week at Christmas and New Year, which is expensive for the business. Where I work, as the business is open 24/7 and staff have to work bank holidays if it falls as part of their regular shift pattern, the business accrues this cost over the full year.The basic rule of thumb is that if you are on statutory minimum annual leave you will get 20 days + 8 bank holidays, so across the year that is 2.25 days per month available. If you leave part-way through the year and you have taken more than 2.25 days per month of the year, you'll owe them, and if you havent taken as many, they will owe you.
This seems to clarify the point with respect to Bank Holidays in a fair manner, in my opinion.
I agree.
Bear in mind that there is no automatic entitlement to have a day off on a bank holiday. Employees are entitled to minimum periods of holiday. the basic minimum is set by EU law (remember that?), and the UK has added some extra days, but so long as the employee is given the legal minimum number of days holiday, the employer is complying with the law, and the employee cannot demand a day off on a bank holiday. It so happens that many employers do give all or most staff a day off on each bank holiday, but many, of course, do not, because they are still open for business on those days. An employer may of course agree extra holidays (above the legal minimum) as a matter of contract.
Bear in mind that there is no automatic entitlement to have a day off on a bank holiday. Employees are entitled to minimum periods of holiday. the basic minimum is set by EU law (remember that?), and the UK has added some extra days, but so long as the employee is given the legal minimum number of days holiday, the employer is complying with the law, and the employee cannot demand a day off on a bank holiday. It so happens that many employers do give all or most staff a day off on each bank holiday, but many, of course, do not, because they are still open for business on those days. An employer may of course agree extra holidays (above the legal minimum) as a matter of contract.
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