Quizzes & Puzzles1 min ago
Annual Leave
13 Answers
Hi,
Does anyone know how to work out how to change someone's annual leave year from 13th July to 1st January? Not sure of the best way to go about it.
From 13th July 2009 to 12th July 2010 a person is allowed 25 annual leave days not including bank holidays. However how can this be worked out so there is a pro-rated amount for 13th July 2010 to 31st December 2010 and that a new leave year with 25 days is given from 1st January 2011.
Can this be done and if so your help is greatly appreciated!
Thanks
Does anyone know how to work out how to change someone's annual leave year from 13th July to 1st January? Not sure of the best way to go about it.
From 13th July 2009 to 12th July 2010 a person is allowed 25 annual leave days not including bank holidays. However how can this be worked out so there is a pro-rated amount for 13th July 2010 to 31st December 2010 and that a new leave year with 25 days is given from 1st January 2011.
Can this be done and if so your help is greatly appreciated!
Thanks
Answers
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It doesn't mention anything about it in the terms and conditions and the HR department don't know either or how to work it out. It just mentions about pro-rata for part time. I just want to work out pro rata how much from 13th July 2010 to 31st December 2010 from the total out of 25 days. Then start a fresh of 25 days on 1st January 2011.
HR MUST know!! They must know for leavers who don't complete a full year or do they say okay, take all your leave that's fine by us even if you've only worked for two days of the leave year.
You can do it quite a few ways
you can divide 25 by 365 then multiply by the number of days the person will work (13/7-31/12)
you can take the bank holidays out of the year (off the 365) and any she will get during that part year then do the same divide and multiply thing.
You can divide 25 days by 52 (weeks) then multiply by the number of weeks in the part period
you can say "its 5.5 months give or take so call it 12 days.
Do you see what i mean? all or any of these ways would be acceptable depending on what the firm's policy is.
MY DH worked on the key dates method. If he got to 31st of aug (his leave year was jan to dec, mine was april to march) then he was entitled to all his paid leave for the year even if he left on sept 1st.
To add to the confusion, if your friend? colleague workd differing length days then you can do what the NHS do and calculate in hours worked...same sums just in hours not days.
sorry, i know this isn't really helpful is it?
You can do it quite a few ways
you can divide 25 by 365 then multiply by the number of days the person will work (13/7-31/12)
you can take the bank holidays out of the year (off the 365) and any she will get during that part year then do the same divide and multiply thing.
You can divide 25 days by 52 (weeks) then multiply by the number of weeks in the part period
you can say "its 5.5 months give or take so call it 12 days.
Do you see what i mean? all or any of these ways would be acceptable depending on what the firm's policy is.
MY DH worked on the key dates method. If he got to 31st of aug (his leave year was jan to dec, mine was april to march) then he was entitled to all his paid leave for the year even if he left on sept 1st.
To add to the confusion, if your friend? colleague workd differing length days then you can do what the NHS do and calculate in hours worked...same sums just in hours not days.
sorry, i know this isn't really helpful is it?
Sorry for anyone who works in HR, but i have never yet come across an HR department that seem to know their elbow from their elbow.
Inmy job you get extra annual leave for aggregated service. bear in mind this service can be with another employer in the same sector. This year i have 10 year aggregated service so i am entitled to an extra 3 days holiday. However, ive only worked for this employer for 4 years. They dont ask for proof of the service elsewhere, you just say you have it!
Inmy job you get extra annual leave for aggregated service. bear in mind this service can be with another employer in the same sector. This year i have 10 year aggregated service so i am entitled to an extra 3 days holiday. However, ive only worked for this employer for 4 years. They dont ask for proof of the service elsewhere, you just say you have it!
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