General Note
NHS Fife acknowledges and agrees with the importance of regular and timely review of policy/procedure statements and aims to review policies within the timescales set out.
New policies/procedures will be subject to a review date of no more than 1 year from the date of first issue.
Reviewed policies/procedures will have a review date set that is relevant to the content (advised by the author) but will be no longer than 3 years.
If a policy/procedure is past its review date then the content will remain extant until such time as the policy/procedure review is complete and the new version published, or there are national policy or legislative changes.
Agenda for Change(AfC): TERMS AND CONDITIONS BRIEFING
|
Doc Title |
Annual Leave Policy (Non-Medical Staff, Term-time and Annualised Hours Workers) |
|
Distribution |
Circulation to Executive Directors Group and General Managers, for cascading to Management Teams and staff. HR and Payroll staff. |
|
Document Reference Number |
CoS016 – Updated March 2017 |
|
Description |
This document is to confirm the action necessary by managers at a local level to ensure that policies on annual leave and public holidays comply with CEL(2011)31, HDL(2006)49 and DL(2017)4. |
1. INTRODUCTION
The Terms and Conditions Guidance Group on behalf of the Scottish Terms and Conditions Committee has developed this policy in line with the Annual Leave and Public Holiday entitlements within the Agenda for Change Agreement. This policy will be applied across NHSScotland.
2. PURPOSE
The aim of this policy is to provide a uniform and equitable approach to the calculation of annual leave and bank holiday entitlements which take into account the entitlements and arrangements defined under Agenda for Change.
3. SCOPE
The policy applies to all employees who are employed on Agenda for Change terms and conditions. The principles contained within this policy also apply to bank staff. For further guidance on leave for bank/casual workers, see NHS Circular CEL 15(2011). Under this policy, bank staff will be entitled to annual leave, in line with the Working Time Directive, pro rata 5.6 weeks.
4. ANNUAL LEAVE YEAR
The annual leave period shall be from 1 April to 31 March. This may be reviewed at some point in the future.
5. EXCLUSIONS
This policy is not applicable to Medical and Dental staff, for whom separate provisions apply.
6. ENTITLEMENT
6.1 Entitlement for complete years
The basic annual leave provisions under Agenda for Change, are contained in Table 1 below:
TABLE 1
Annual leave entitlement for full time staff
(Pro rata for part time staff)
|
Length of service |
Annual leave + General Public Holidays |
|
On appointment |
27 days + 8 days (202.5 + 60 hours) |
|
After 5 years service |
29 days + 8 days (217.5 + 60 hours) |
|
After 10 years service |
33 days + 8 days (247.5 + 60 hours) |
There is an expectation on every member of staff that they will fully utilise their entitlement to annual leave during the holiday year in which it accumulates. The improvements in the amount of annual leave available under Agenda for Change – and in the factors to be included when calculating that entitlement – are in line with the overall intentions of making the NHS an exemplary employer. Annual leave ensures that every member of staff has adequate time away from work for rest and respite.
All requests for annual leave should therefore be dealt with in accordance with the principles of partnership working in NHS Scotland. There should be mutual agreement between the member of staff and their manager regarding annual leave dates. Requests for specific dates should normally be accepted and agreed and should only be refused if there are justifiable service / staffing reasons for doing so. Staff will be expected to be flexible in such circumstances.
Staff will be entitled to take annual leave in the periods that will most benefit them in line with the above principles, subject to the approval of their line manager.
It is expected that annual leave will normally be taken in periods of not less than ½ day/shift.
However, this national policy is to determine annual leave entitlement in hours not days for all staff regardless of whether the employee is full-time or part time. The benefit for all employees in calculating entitlement in hours is that this ensures equity for all by ensuring that staff who work variable hours/shifts do not receive either more or less leave than colleagues who work a standard pattern.
The calculation of annual leave entitlements pertaining to all staff is contained at Table 2. Hours have been rounded up or down to the nearest 0.5 decimal point (i.e. the nearest ½ hour).
In addition to annual leave entitlement, full time employees are entitled to 8 days (60 hours) paid general public holidays. In the case of all part time staff, this entitlement is pro rata to the full time allowance of 8 days. The calculation of this entitlement is always proportionate to the number of basic contracted hours worked. In this way, all employees have a fair and equitable, static entitlement rather than an eligibility based solely on the normal days of work which would result in some part time employees never receiving the benefit of public holidays unless they fall on their normal days of work. Similarly, this calculation based on the number of basic weekly contracted hours removes any potential for inequity in the case of staff whose working days vary.
Table 3 contains the public holiday entitlement for all staff per public holiday and for a full leave year. Further guidance pertaining to Public Holidays is contained in Section 13 of the Agenda for Change terms and conditions handbook.
To calculate an employee’s total leave entitlement inclusive of public holidays, Tables 2 and 3 should be added together. They are shown separately so that the composition of an employee’s full entitlement is clear. Hours are based on a 37½ hour working week.
6.2 Calculation of Reckonable Service
Principles
An employee’s previous service with any NHS employer will count as reckonable service in respect of NHS agreements on redundancy, maternity, sick pay and annual leave. On returning to NHS employment, a previous period or periods of NHS service will be counted towards the employee’s entitlement to annual leave.
It has been agreed that there should be a consistency of approach across NHS Scotland in relation to which previous employment should be counted as reckonable service for the purposes of calculating an annual leave entitlement. The following paragraphs detail the only employers which are to be recognised for this purpose.
Details
For the purposes of calculating Annual Leave entitlement for a new employee, NHSScotland employers should count as reckonable service any previous service with the following employers:
- Private Sector
Where an employee has TUPE transferred out of the NHS to a private sector employer under a PPP/PFI contract arrangement and decides to rejoin NHSScotland. - Other NHS Organisations
GP Employed Staff. - Voluntary Sector
Voluntary sector – paid employees in organisations providing a health care provision or a service closely related to health care. Examples would be Hospices, McMillan or Maggies. - Overseas
Overseas service should be considered in line with the relevant legislation, as set out in Annex 28 of the Agenda for Change Handbook “Guidance on Frequently Asked Questions”.
6.3 Entitlement on Joining
All new members of staff will be entitled to annual leave plus public holidays in the year of joining the organisation on a pro-rata basis.
Entitlement to annual leave accrues from the date of commencement in post and entitlement in the first year is dependent on the number of days worked after the date of joining and before the end of the annual leave year.
Annual leave entitlement for part years can be calculated using Tables 2 and 3. The public holiday hours entitlement will be based on the number of public holidays remaining in the current leave year from the date of joining e.g. a member of staff works 25 hours per week, their joining date is 24 August and they are new to the NHS:
Annual Leave entitlement for a full leave year would be 175 hours (Tables 2 & 3).
Entitlement from 24 August to 31 March would be 220 days (220/365 x 135 hours) = 81.36 rounded up to 81.5 hours of annual leave.
Add public holiday hours to this (assume 4 days left in this leave year) = 20 hours (4 x 5 hours – Table 3).
Total for this part year = 81.5 hours plus 20 hours = 101.5 hours to be taken by 31 March.
Footnote: It should be noted, however, that someone joining NHS Fife on 18th January would receive no entitlement to public holidays before the new public holiday dates after 1st and 2nd January because all of the public holidays have already passed.
6.4 Entitlement on Changing Contracted Hours
Where staff change their contracted hours, this will result in a re-calculation of their annual leave entitlement based on the number of days on the new and the old contracted hours to give the full year entitlement.
Scenario: An employee has 7 years service, and changes department, hours and job part way through the current leave year. They work 20 hours per week and change to work 30 hours per week. They took 3 weeks annual leave i.e. 60 hours during the period before the change. Annual leave and public holiday entitlement must be recalculated to quantify remaining leave for remainder of the year at 30 hours per week. This ensures that the correct entitlement is awarded to the employee and does not result in an over or under entitlement.
A formula to calculate the annual leave in such a change is as follows:
Full year entitlement for contracted hours prior to the change minus Annual leave hours taken.
E.g. (20 hours per week = 116[table 2 Column2])-( 60 hours taken in period) = 56 hours.
Divide hours remaining by contracted hours to convert to weeks remaining.
E.g. (56 / 20 = 2.8 weeks)
Remaining leave entitlement for rest of the year is calculated by multiplying weeks remaining by new contracted hours.
E.g. (2.8 weeks x 30 = 84 hours remaining in rest of leave year)
The Public Holiday entitlement is calculated by multiplying weekly contracted hours x 0.2 x the number of Public Holidays remaining in the Year.
Entitlement on Attaining Long Service Additional Annual Leave
Where within the annual leave year staff achieve 5 or 10 years service their entitlement for the remainder of the leave year requires to be amended in line with the long service entitlements detailed at 6.1 above. The calculation for the additional hours due in the remainder of the year is as follows:
Contracted hours multiplied by 0.4 for 5 years or 0.8 for 10 years divided by 365 multiplied by the number of days remaining in the leave year.
Scenario 1: An employee achieves 5 years service on the 3 December. They work 20 hours per week. Their additional hours entitlement for the remained of the year is:
Contracted Hours 20 x 0.4 divided by 365 x days remaining in year = 119
= 20 x 0.4 = 8 /365 x 119 = 2.6 hours rounded up to the nearest half hour = 3 additional hours added to existing leave entitlement.
Scenario 2: An employee achieves 10 years service on the 17 April. They work 37.5 hours per week. Their additional hours entitlement for the remained of the year is:
Contracted Hours 37.5 x 0.8 divided by 365 x days remaining in year = 349
= 37.5 x 0.8 = 30 /365 x 349 = 28.6 hours rounded up to the nearest half hour = 29 additional hours added to existing leave entitlement.
7. GENERAL PUBLIC HOLIDAYS
Full time employees will be entitled to all paid general public holidays in the leave year (maximum 60 hours). All part time staff are entitled to the public holidays pro-rata to the full time allowance based on number of contracted hours worked.
NHS Fife has 8 fixed Public Holidays in the year, which are as follows:
- Good Friday
- Easter Monday
- First Monday in May
- First Monday in October
- 25 December
- 26 December
- 1 January
- 2 January
Where the above dates fall at the weekend, the guidance contained within CoS012 should be followed.
All full time employees are entitled to 8 paid public holidays in the leave year subject to paragraph 13.5 of the Agenda for Change Terms and Conditions Handbook. In the case of part time staff, this will be a proportionate number of public holiday hours based on their basic weekly contracted hours.
Table 3 identifies the actual hours entitlement pro-rata per bank holiday and for the total leave year. The total leave entitlement is calculated by adding their annual leave entitlement per Table 2 to the public holiday hours entitlement in Table 3.
On each and every occasion an employee takes paid time off on a public holiday as part of their basic week, the appropriate deduction of their normal basic working hours for that day will be made from their overall entitlement (i.e. Tables 2 and 3 combined).
For example, employee A is not required to work on a Public Holiday. Their normal contracted hours of work are 18 per week. They would normally work 6 hours on a Monday and they have less than 5 years service. So, using the above principle, 6 hours will be deducted from their total entitlement of 126 hours (Tables 2 and 3).
Employee B works 30 hours per week. They would normally work 7.5 hours on a Monday and have over 10 years service. If they are required to work on the public holiday, their leave entitlement remains intact as this day has not been taken off as leave and can be taken in lieu at a later date. If they are not required to work on the public holiday, 7.5 hours will be deducted from their total leave entitlement of 246 hours (Tables 2 and 3).
Where operationally possible, and subject to mutual agreement, an employee may change their days of working during a Public Holiday week and therefore retain their leave entitlement in respect of the Public Holiday. This can then be taken as time off at another time.
It is the case that if an employee works a public holiday, then the first day taken off by the employee following the public holiday, will be deemed to be the day-in-lieu.
There will be some years when more (or fewer) than 8 public holidays will fall within the leave year simply because holidays follow the calendar year e.g. Easter holidays (where designated as public holidays) can be in March or April. When this situation arises, these days should be taken from the following year’s leave allocation.
Staff who volunteer to work in excess of 60 hours (pro rata for part time staff) on designated public holidays, will receive premium rates of pay for those hours, but not additional time off in lieu (TOIL). Where the exigencies of the service require an individual to work in excess of 60 hours on designated public holidays, they will receive premium rates for those hours worked and the additional TOIL.
8. COVER OF LEAVE
It is expected that staff will take their annual leave within the leave year. In certain circumstances up to one working week of basic contracted hours may be carried over to the following year, with the agreement of the Manager.
Where staff have, exceptionally, been prevented from taking their leave due to service demands then, again, the amount carried forward will be expressed in contracted hours and this should not normally exceed one working week of basic contracted hours.
9. CARRY OVER OF ANNUAL LEAVE FOLLOWING SICK LEAVE
Any employee who is not able to use up their leave entitlement in a given year because of sick leave will be entitled to the difference between any annual leave and/or public holidays taken before sick leave began and the statutory entitlement. From 1st April 2009 the Working Time Directive statutory entitlement to annual leave is 5.6 weeks (28 days). This should be carried over and added to the entitlement in the new leave year or, where an employee terminates and does not return to work, should be paid at full pay rates in lieu of leave.
It should be noted that staff are entitled to statutory leave only, in line with the Working Time Directive, and employees are not entitled to carry over (or be paid on termination) the full amount of leave provided by their NHS terms and conditions of employment.
10. SICKNESS OCCURRING DURING ANNUAL LEAVE OR PUBLIC HOLIDAYS
If an employee falls sick whilst on annual leave and complies with local Sickness Notification and Certification Policies, the period covered will be treated as sick leave, allowing the employee to take the annual leave at another agreed time. In accordance with Agenda for Change Terms and Conditions, employees will not be entitled to an additional day off if sick on a public holiday that they would otherwise have been required to work as part of their basic week. In addition, if the employee is sick on the day they have booked to take as their day in lieu of working on a public holiday then this day is not re-allocated and the relevant hours must be deducted from their total entitlement.
11. ENTITLEMENT ON LEAVING
Employees leaving the service of a body constituted under the National Health Service and Health Services Acts are entitled in the leave year of cessation to annual leave proportionate to the number of calendar days between 1 April and the date of termination. The period of employment of these employees shall, if necessary, be extended so as to permit them to take any balance of leave to which they are entitled on the proportionate basis, always excepting cases where the employment is terminated on disciplinary grounds.
Staff who leave the employing organisation will receive their full annual leave entitlement per Table 2 for each day they have worked in the current leave year, less any annual leave taken plus any outstanding public holiday hours, i.e. for those hours still be to be taken as a result of the employee working a public holiday (Table 3). It should be noted that if an employee leaves NHS Fife in advance of public holidays which have not yet fallen, for example, 18th December when Xmas and New Year have not yet occurred, then their total entitlement will require to be recalculated as they have no entitlement to public holidays which have not yet occurred.
Where total leave taken exceeds the earned total leave entitlement an appropriate deduction will be made from final monies due. Payment in lieu of annual leave shall be made only when staff are leaving the NHS Fife employment and will not be made where staff transfer departments or posts within NHS Fife. Staff should where possible, and subject to the needs of the service, exhaust their leave entitlement prior to their date of termination.
Where an employee dies in service an allowance equivalent to that part of the annual leave entitlement, calculated on the proportionate basis, not taken at date of death shall be paid to the employee’s personal representative. No deduction from the final salary payment should be made in respect of annual leave taken in excess of entitlement at the date of death.
Footnote:If an employee leaves NHS Fife and has outstanding annual leave then a payment in lieu may be made to them. This is the only situation where a payment in lieu may be made. If the employee has overtaken their leave entitlement and is not transferring to another NHS Fife department then the amount of leave overtaken will be deducted from their final salary payment. The same principles of calculation as detailed below should be used to calculate the deduction to be made from their final salary payment. Failure to make an accurate extension or deduction from an employee’s final salary will result in an illegal payment being made to the employee.
If an employee is moving between one department of NHS Fife and another it is the responsibility of the transferring department to notify the new department of the current leave position for that employee in terms of entitlement and leave taken to date of transfer. This must be done formally in writing or by email to ensure that there is an audit trail in place.
Scenario1: An employee leaves NHS Fife employment on 18 December and has 22 years service and works 30 hours per week.
Full year entitlement = 198 hours + 48 Public Holiday hours
Leave entitlement 1 April – 18 December:
262/365 x 198 = 142 hours Annual Leave
262/365 x 48 = 34.5 hours Public Holiday
Therefore, leave entitlement for this period = 145.5
If the employee has undertaken their leave entitlement, their termination date will be extended by the appropriate amount of days due. This requires a conversion from number of undertaken hours into days. This can be done using the calculation and examples below:
Number of hours undertaken/number of hours worked in a normal working day = Number of day’s termination is extended by: In the examples below the number of hours undertaken is 32.
Example 1: Employee works 37.5 hours per week
32/7.5 = 4.2
Termination date is extended by 4 days.
Example 2: Employee works 28 hours per week
32/5.6 = 5.71
Termination date is extended by 6 days.
Scenario 2: An employee is transferring departments within NHS Fife. In this instance managers should apply the principles shown in Section 6.4, if the employee is also changing hours and requires a recalculation to be made of their leave entitlement. However, annual leave entitlement for every employee is for the full leave year and entitlement is not based on only the length of time working in one department. Where there is no change in the hours being worked it is the responsibility of the transferring department to notify the new department of the current leave position for that employee in terms of entitlement and leave taken to date of transfer. This must be done formally in writing or by email to ensure that there is an audit trail in place.
12. FORMER ANCILLARY AND MAINTENANCE WHITLEY STAFFS COUNCIL LEAVE RULES
When Ancillary and Maintenance Staff in post in the leave year beginning on 1 April 1988 leave the service they will be entitled to take the number of days of annual leave to which they became entitled on the 1 April 1989, based on their aggregated service completed by 31 March 1989 and calculated in accordance with the appropriate tables in the respective former Whitley Council Handbooks. Staff shall have this entitlement once only. If it is not convenient for the employing authority to allow the whole or any part of such leave before the date of leaving the service payment in lieu shall be made at the rate in force at the date of termination and in accordance with the agreement which exists to cover payment during annual leave when the employee leaves the service.
Where it is more beneficial to the employee, accrued annual leave entitlement shall be based upon the contracted hours at the 31st March 1989 rather than at the time of leaving the service. If on leaving, an employee has overtaken their leave entitlement in their final year this will initially be deducted from the balance of banked leave. It will only be in instances where the amount of leave overtaken is in excess of the banked leave that a deduction from final salary will be made.
13. CALCULATIONS FOR TERM TIME ONLY AND ANNUALISED HOURS WORKERS
Guidance has been issued for Term Time Only and Annualised Hours by the Scottish Pay Review and Implementation Group (SPRIG) guidance letter dated 9/11/2005, detailed in CoS13. This guidance provides the formula for calculating the annual leave entitlements for staff who work on a term time only basis and those working annualised hours.
Annualised Hours
It is the case within NHS Fife that there are only a small number of formal annualised hour’s arrangements in place. Should any department or directorate be seeking to introduce an annualised hours working arrangement for staff they must discuss this with their Human Resources contact in order that this may be progressed appropriately and in line with the relevant employment law provisions, as detailed within CoS013.
14. AGREEMENT
This Policy has been jointly agreed by the Scottish Terms and Conditions Committee for NHSScotland under the arrangements for implementation of Agenda for Change.
TABLE 2
AfC Annual Leave Entitlement For Complete Years Exclusive of Public Holidays
|
Weekly Basic Contracted Hours |
On Appointment |
After 5 Years Service |
After 10 Years Service |
|
|
|
27 DAYS |
29 DAYS |
33 DAYS |
|
|
|
HOURS EQUIVALENT: |
|||
|
37.5 |
202.5 |
217.5 |
247.5 |
|
|
37.0 |
200.0 |
214.5 |
244.0 |
|
|
36.5 |
197.0 |
211.5 |
241.0 |
|
|
36.0 |
194.5 |
209.0 |
237.5 |
|
|
35.5 |
191.5 |
206.0 |
234.5 |
|
|
35.0 |
189.0 |
203.0 |
231.0 |
|
|
34.5 |
186.5 |
200.0 |
227.5 |
|
|
34.0 |
183.5 |
197.0 |
224.5 |
|
|
33.5 |
181.0 |
194.5 |
221.0 |
|
|
33.0 |
178.0 |
191.5 |
218.0 |
|
|
32.5 |
175.5 |
188.5 |
214.5 |
|
|
32.0 |
173.0 |
185.5 |
211.0 |
|
|
31.5 |
170.0 |
182.5 |
208.0 |
|
|
31.0 |
167.5 |
180.0 |
204.5 |
|
|
30.5 |
164.5 |
177.0 |
201.5 |
|
|
30.0 |
162.0 |
174.0 |
198.0 |
|
|
29.5 |
159.5 |
171.0 |
194.5 |
|
|
29.0 |
156.5 |
168.0 |
191.5 |
|
|
28.5 |
154.0 |
165.5 |
188.0 |
|
|
28.0 |
151.0 |
162.5 |
185.0 |
|
|
27.5 |
148.5 |
159.5 |
181.5 |
|
|
27.0 |
146.0 |
156.5 |
178.0 |
|
|
26.5 |
143.0 |
153.5 |
175.0 |
|
|
26.0 |
140.5 |
151.0 |
171.5 |
|
|
25.5 |
137.5 |
148.0 |
168.5 |
|
|
25.0 |
135.0 |
145.0 |
165.0 |
|
|
24.5 |
132.5 |
142.0 |
161.5 |
|
|
24.0 |
129.5 |
139.0 |
158.5 |
|
|
23.5 |
127.0 |
136.5 |
155.0 |
|
|
23.0 |
124.0 |
133.5 |
152.0 |
|
|
22.5 |
121.5 |
130.5 |
148.5 |
|
|
22.0 |
119.0 |
127.5 |
145.0 |
|
|
21.5 |
116.0 |
124.5 |
142.0 |
|
|
21.0 |
113.5 |
122.0 |
138.5 |
|
|
20.5 |
110.5 |
119.0 |
135.5 |
|
|
20.0 |
108.0 |
116.0 |
132.0 |
|
|
19.5 |
105.5 |
113.0 |
128.5 |
|
Formula is Weekly Contracted Hrs X No. of Days Entitlement / 5
TABLE 2
Annual Leave Entitlement for Complete Years Exclusive of Public Holidays
|
Weekly Basic Contracted Hours |
On Appointment |
After 5 Years Service |
After 10 Years Service |
|
|
27 DAYS |
29 DAYS |
33 DAYS |
|
|
HOURS EQUIVALENT: |
||
|
19.0 |
102.5 |
110.0 |
125.5 |
|
18.5 |
100.0 |
107.5 |
122.0 |
|
18.0 |
97.0 |
104.5 |
119.0 |
|
17.5 |
94.5 |
101.5 |
115.5 |
|
17.0 |
92.0 |
98.5 |
112.0 |
|
16.5 |
89.0 |
95.5 |
109.0 |
|
16.0 |
86.5 |
93.0 |
105.5 |
|
15.5 |
83.5 |
90.0 |
102.5 |
|
15.0 |
81.0 |
87.0 |
99.0 |
|
14.5 |
78.5 |
84.0 |
95.5 |
|
14.0 |
75.5 |
81.0 |
92.5 |
|
13.5 |
73.0 |
78.5 |
89.0 |
|
13.0 |
70.0 |
75.5 |
86.0 |
|
12.5 |
67.5 |
72.5 |
82.5 |
|
12.0 |
65.0 |
69.5 |
79.0 |
|
11.5 |
62.0 |
66.5 |
76.0 |
|
11.0 |
59.5 |
64.0 |
72.5 |
|
10.5 |
56.5 |
61.0 |
69.5 |
|
10.0 |
54.0 |
58.0 |
66.0 |
|
9.5 |
51.5 |
55.0 |
62.5 |
|
9.0 |
48.5 |
52.0 |
59.5 |
|
8.5 |
46.0 |
49.5 |
56.0 |
|
8.0 |
43.0 |
46.5 |
53.0 |
|
7.5 |
40.5 |
43.5 |
49.5 |
|
7.0 |
38.0 |
40.5 |
46.0 |
|
6.5 |
35.0 |
37.5 |
43.0 |
|
6.0 |
32.5 |
35.0 |
39.5 |
|
5.5 |
29.5 |
32.0 |
36.5 |
|
5.0 |
27.0 |
29.0 |
33.0 |
|
4.5 |
24.5 |
26.0 |
29.5 |
|
4.0 |
21.5 |
23.0 |
26.5 |
|
3.5 |
19.0 |
20.5 |
23.0 |
|
3.0 |
16.0 |
17.5 |
20.0 |
|
2.5 |
13.5 |
14.5 |
16.5 |
|
2.0 |
11.0 |
11.5 |
13.0 |
|
1.5 |
8.0 |
8.5 |
10.0 |
|
1.0 |
5.5 |
6.0 |
6.5 |
|
0.5 |
2.5 |
3.0 |
3.5 |
Formula is Weekly Contracted Hrs X No. of Days Entitlement /5
TABLE 3
Calculation of Public Holiday Entitlement
|
Weekly Basic Contracted Hours |
Hourly Entitlement for Full Leave Year |
Hourly Entitlement on Each Bank Holiday as it Occurs |
|
(8 Bank Holidays) |
||
|
7.5 |
60.0 |
7.5 |
|
37.0 |
59.0 |
7.4 |
|
36.5 |
58.5 |
7.3 |
|
36.0 |
57.5 |
7.2 |
|
35.5 |
57.0 |
7.1 |
|
35.0 |
56.0 |
7.0 |
|
34.5 |
55.0 |
6.9 |
|
34.0 |
54.5 |
6.8 |
|
33.5 |
53.5 |
6.7 |
|
33.0 |
53.0 |
6.6 |
|
32.5 |
52.0 |
6.5 |
|
32.0 |
51.0 |
6.4 |
|
31.5 |
50.5 |
6.3 |
|
31.0 |
49.5 |
6.2 |
|
30.5 |
49.0 |
6.1 |
|
30.0 |
48.0 |
6.0 |
|
29.5 |
47.0 |
5.9 |
|
29.0 |
46.5 |
5.8 |
|
28.5 |
45.5 |
5.7 |
|
28.0 |
45.0 |
5.6 |
|
27.5 |
44.0 |
5.5 |
|
27.0 |
43.0 |
5.4 |
|
26.5 |
42.5 |
5.3 |
|
26.0 |
41.5 |
5.2 |
|
25.5 |
41.0 |
5.1 |
|
25.0 |
40.0 |
5.0 |
|
24.5 |
39.0 |
4.9 |
|
24.0 |
38.5 |
4.8 |
|
23.5 |
37.5 |
4.7 |
|
23.0 |
37.0 |
4.6 |
|
22.5 |
36.0 |
4.5 |
|
22.0 |
35.0 |
4.4 |
|
21.5 |
34.5 |
4.3 |
|
21.0 |
33.5 |
4.2 |
|
20.5 |
33.0 |
4.1 |
|
20.0 |
32.0 |
4.0 |
|
19.5 |
31.0 |
3.9 |
Formula is Weekly Contracted Hrs X No. of Days Entitlement /5
TABLE 3
Calculation of public holiday entitlement
|
Weekly Basic Contracted Hours |
Hourly Entitlement for Full Leave Year |
Hourly Entitlement on Each Bank Holiday at it Occurs |
|
(8 Bank holidays) |
||
|
19.0 |
30.5 |
3.8 |
|
18.5 |
29.5 |
3.7 |
|
18.0 |
29.0 |
3.6 |
|
17.5 |
28.0 |
3.5 |
|
17.0 |
27.0 |
3.4 |
|
16.5 |
26.5 |
3.3 |
|
16.0 |
25.5 |
3.2 |
|
15.5 |
25.0 |
3.1 |
|
15.0 |
24.0 |
3.0 |
|
14.5 |
23.0 |
2.9 |
|
14.0 |
22.5 |
2.8 |
|
13.5 |
21.5 |
2.7 |
|
13.0 |
21.0 |
2.6 |
|
12.5 |
20.0 |
2.5 |
|
12.0 |
19.0 |
2.4 |
|
11.5 |
18.5 |
2.3 |
|
11.0 |
17.5 |
2.2 |
|
10.5 |
17.0 |
2.1 |
|
10.0 |
16.0 |
2.0 |
|
9.5 |
15.0 |
1.9 |
|
9.0 |
14.5 |
1.8 |
|
8.5 |
13.5 |
1.7 |
|
8.0 |
13.0 |
1.6 |
|
7.5 |
12.0 |
1.5 |
|
7.0 |
11.0 |
1.4 |
|
6.5 |
10.5 |
1.3 |
|
6.0 |
9.5 |
1.2 |
|
5.5 |
9.0 |
1.1 |
|
5.0 |
8.0 |
1.0 |
|
4.5 |
7.0 |
0.9 |
|
4.0 |
6.5 |
0.8 |
|
3.5 |
5.5 |
0.7 |
|
3.0 |
5.0 |
0.6 |
|
2.5 |
4.0 |
0.5 |
|
2.0 |
3.0 |
0.4 |
|
1.5 |
2.5 |
0.3 |
|
1.0 |
1.5 |
0.2 |
|
0.5 |
1.0 |
0.1 |
Formula is Weekly Contracted Hrs X No. of Days Entitlement /5