Part time employees working additional hours up to a maximum of the full time hours per week must have terms and conditions equivalent to a full time worker (pro rata).
Where hours are worked in excess of the full time hours for the role, refer to guidance for calculating additional holiday pay.
Contractual change
Where part time workers are regularly working additional hours, managers should first consider whether to increase their contractual hours. This can be on either a temporary or permanent basis. We can then ensure that they are receiving the correct contractual annual leave entitlement and holiday pay.
Calculating Additional Annual Leave (AAL)
Where it is not appropriate to increase contractual hours, the additional annual leave entitlement will need to be calculated. This is to ensure it is a true reflection of the hours that the part-time employee works.
The additional annual leave for the period 1 April to 30 September 2020 has already been calculated by HR. HR will continue to calculate the additional annual leave entitlement for the extra hours worked up to the full time hours per week and this will be provided at the same time as the additional holiday payments.
Calculating Additional Holiday Pay (AHP)
Where it is not appropriate to increase contractual hours, we must ensure that employees receive the correct holiday pay for when they are on annual leave.
As an interim, this calculation will be undertaken manually by HR, annually for the period 1 April to 31 March. Payments will be made to employees in their June salary. This manual calculation will be undertaken until further development of Business World takes place as part of the system development.
For advice on this matter, contact your senior HR adviser.