Our current practice is:
If you would normally work (as part of your normal working pattern) on the Bank Holiday, then you receive payment for the hours you would have worked. If you do not normally work (as part of your normal working pattern) on the Bank Holiday, then you do not receive extra pay or TOIL.
I understand that the consensus is that we should pro rata bank holidays for P/T staff to ensure they receive the same amount of days off from their normal working pattern as full timers (not to contravene the P/T workers regs).
However, this falls apart when you have someone on 50% of a F/T contract who would therefore be entitled to 50% of the bank holidays (4 Bank Holidays).
This person happens to work Mondays as part of their normal working pattern and therefore, as for arguments sake 6 bank holidays generally fall on a Monday, this person will be receiving 2 more days of than everyuone else.
Does anyone have any advice for me as to how I can implement this in a fair, clear and uncomplicated way, as I’m drowning in confusion!
Heidi Charlesworth