Holidays

[Byron Morgan]

What holiday entitlement am I due if I work 40 hours

[ursula62]

statutory minimum is now four weeks a year (which can include national and bank holidays, e.g. Christmas Day, Whitsun Bank Holiday etc). Most employers give the four weeks PLUS bank holidays these days, and some companies give more, e.g. 5 weeks holiday.

[WendyS]

You should have been given a written contract letter when you were offered the job stating your terms and conditions of employment, holidays, sick pay, etc.

[Buenchico]

As Ursula62 has indicated, it's not the number of hours per week that you work but the number of days.

If you work a four-day week (i.e. 10 hour shifts) then you'll be entitled to 4 x 4 = 16 days holiday.

If you work a five-day week (i.e. 8 hour shifts), your minimum holiday entitlement is 4 x 5 = 20 days holiday.

If your working hours are spread over 6 days then you'll be entitled to 4 x 6 = 24 days holiday.

Your employer can determine the dates on which your holidays are taken. If, for example, in 2006 your firm is closed on the dates below, then you will only have 9 days left to be agreed between you and your employer (assuming that you work 5 days per week, Monday to Friday):
Mon 2/1, Fri 14/4, Mon 17/4, Mon 1/5, Mon 29/5, Mon 28/8 + all of Christmas week.

Chris

[tubeway]

Ask your employer as this does vary from company to company.

[Octavius]

If an employee is entitled to 20 days holiday with pay each year then each whole month of service equates with 20 � 12 days entitlement i.e. 1.67 days holiday with pay. In calculating pro rata entitlement, it is important to know when the �holiday year� begins. (e.g. January 1st). E.g. If the holiday year runs from January to December and the notice period ends on the 31st May, the employee�s proportionate entitlement for the five months worked during the holiday year would be calculated as: 5(months) x 1.67(days) = 9 days (paid holidays for the period January 1st to May 31st rounded up from 8.35 days due).

In this example if the employee had taken five days holiday, then in addition to the relevant notice period he/she would be entitled to 9 � 5 = 4 days pay in lieu of holidays not taken.

If, however, in the same example, at the date employment is terminated he/she has taken 15 days holiday then the employer is entitled to receive payment from the employee equivalent to the 6 days excess holiday taken.

So if you say you have worked for one week in one month, then this would be a quarter of 1.67 days, which equals 0.42 days, or for an 8 hour day, about 3 hours 20 minutes paid leave.