Hi, I have a leaver to process who started part way through the holiday year (apr-march). He started 23.06.19 and has left 30.10.19 - how many holidays we should pay him? Annual allowance is 25 days, he had 19 as started in June.

25/52 * 18 weeks = 8.65 he hasn't taken any days so this is to be paid. He hasn't worked any banked holidays therefore none to process.

Assuming this was a full time worker, as DJKL mentioned, stat minimum is 28 days - not 25. Bank Hols are included in statutory minimum now to reflect changing working patterns generally.

Based on the correct number of days (minimum) 28 - the entitlement was 10 days.
I assume he started 24th June and not 23rd?
If he didn't work on 26th August then he has taken 1 day (whether you call it a BH or not!)

Also if he started on 24.6.19 then his entitlement to end March 20 should have been 21.6 days not 19

Based on the correct number of days (minimum) 28 ....

Ooof - that's a big assumption.

The OP says 25 days and that prattles on about bank holidays as though they were a separate issue - I'd be pretty confident that the annual entitlement is 33.

Could be 34- my contract used to allow 20 days plus 9 days. (

these days it is far more generous being 26 days covering a 3 day working week, at this rate I will soon catch up with my other half who is always on holiday-b****y schools)

Take the number of whole months he has worked. In this case 5 (or arguably 4 if you want to be really harsh). He is entitled to 25 days plus 8 bank holidays = 33 in a full year so should be paid for 5/12 * 33 less any bank holidays he has had in the period. I make this 12.75 which can be rounded up to 13. If you want to be harsh 4/12 * 33 less 1 = 10. That assumes he works 5 days a week.

There are lots of ways to calculate this entitlement. The method here is used pretty widely in the public sector. There really ought to be specific details in the staff handbook about how it should be calculated as you can see there is a wide range of results from what appear to be reasonably logical calculations.

First of all I was trying to reiterate what you had said because there are lots of opinions on this post. Seeing more than one post with the same answer is reassuring. Secondly, you need to watch your tone as your attitude stinks.

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23/6/19 to 31/10/19 is 131 days

131/365 x 25=8.97, say 9

deduct days already taken

pay difference.

Presume it is 25 plus stat hols and he/she took the stat hols as minimum UK days is 28. (5.6 weeks)

On the same assumption, I would say

131/365 x 33 = 11.84 say 12

Deduct 19 days + 1 statutory = 20

Leaving 8 overpaid. For which a deduction from his wage is iffy, unless there's a specific right of recovery in the contract.

You can do it on weeks or working days instead of calendar days - it'll come to much the same.

Mr DJKL is very kind. I was going to suggest that the OP ask us to check his/her calculation rather than asking us to do the job.

Thank you DJKL

I wasn't asking anyone to do the job for me paul.benny I wasn't sure if my calculation was correct

25/52 * 18 weeks = 8.65 he hasn't taken any days so this is to be paid. He hasn't worked any banked holidays therefore none to process.

There's a big difference between "how do I do this?" and "this is what I've done, have I got it right?"

Assuming this was a full time worker, as DJKL mentioned, stat minimum is 28 days - not 25. Bank Hols are included in statutory minimum now to reflect changing working patterns generally.

There are no bank holidays. Just holidays.

People keep banging on about bank holidays but the legislation changed ten years ago.

Based on the correct number of days (minimum) 28 - the entitlement was 10 days.

I assume he started 24th June and not 23rd?

If he didn't work on 26th August then he has taken 1 day (whether you call it a BH or not!)

Also if he started on 24.6.19 then his entitlement to end March 20 should have been 21.6 days not 19

Ooof - that's a big assumption.

The OP says 25 days and that prattles on about bank holidays as though they were a separate issue - I'd be pretty confident that the annual entitlement is 33.

Could be 34- my contract used to allow 20 days plus 9 days. (

these days it is far more generous being 26 days covering a 3 day working week, at this rate I will soon catch up with my other half who is always on holiday-b****y schools)

If in doubt use the GOV.uk website link below

https://www.gov.uk/holiday-entitlement-rights

It has the tools to work it out for you when you fill in all the required information.

You can also print it off to show employee so no doubts then.

Take the number of whole months he has worked. In this case 5 (or arguably 4 if you want to be really harsh). He is entitled to 25 days plus 8 bank holidays = 33 in a full year so should be paid for 5/12 * 33 less any bank holidays he has had in the period. I make this 12.75 which can be rounded up to 13. If you want to be harsh 4/12 * 33 less 1 = 10. That assumes he works 5 days a week.

There are lots of ways to calculate this entitlement. The method here is used pretty widely in the public sector. There really ought to be specific details in the staff handbook about how it should be calculated as you can see there is a wide range of results from what appear to be reasonably logical calculations.

5 whole months ?

Where've you got 5 from ?

Holiday entitlement - Working 5 days a week

Holiday Allowance 25

Bank Holidays 8

Total Holiday allowance 33

Working days per week 5

Entitlement for leave year 33

Holiday year start 01/01/2019

Holiday year end 31/12/2019

Start Date 23/06/2019

End Date 31/10/2019

Total days 130

Total Months 4.27

Total Holiday Allowance 11.75

Total Holiday allowance rounded up 12

Less Bank Holidays (I assume that they don't work Bank Holidays) 1

Total Days left 11

Less days already taken you will have the accrued amount of holidays

Did I not say this two days ago ?

I like the idea of converting the days to months. Totally pointless step.

First of all I was trying to reiterate what you had said because there are lots of opinions on this post. Seeing more than one post with the same answer is reassuring. Secondly, you need to watch your tone as your attitude stinks.

I'll bear it in mind.