We have an employee with whom it has been agreed can work a 35 hour week over 4 days (Tues-Friday) to accomodate their needs for flexible working. However, what was not discussed at the time of application for flexible working with the Line Manager was how Bank Holidays would be calculated. As this employee works from Tuesay to Friday she has not been getting "paid" for Bank Holidays that fall on a Monday over and above her 35 hour pay, as her 35 hours fall outside of this day. The employee has therefore been recieving 35 hours pay but asks the question as to whether or not she should also be getting a day in lieu for "missing" the Bank Holiday. I would very much like to hear of others who have succeeded in implementing a way that is fair and reasonable in thier own organisations.
Brian Elliott
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Brian
the answer is simple(in theory) and is based on the part Time Workers regs There is plenty of previous correpondence on this subject if you search the hRzone
Thanks for the reply Peter. What I forgot to mention is that 35 hours per week equates to our full time contract and as such the employee is not part time in hours worked but working on a full time contract over 4 days per week. Would the Part time Workers regs still apply?
I am currently working a contract in which I work a condensed week Monday-Thursday. For example Christmas week I will be working Monday-Thursday then obvioustley having Christmas day (Friday) off. As those staff members working say Tuesday-Friday are only working 3 days that week am I not entitled to take a day in lieu for the Friday which i would have been off be it a bank holiday or not?
As you replied to a very old question with a question of your own it is possible it may get lost. Please consider reposting it as an original question if you would like a response.
Many thanks
Charlie Duff
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