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Calculating annual leave

  • 01-01-2023 6:25pm
    Registered Users Posts: 493 ✭✭

    hi, started a new job in october for the first time in a good few years so i'm not used to thinking about calculating annual leave

    been working 40 hours a week since october, looking to take a week off in february, so using

    " Method 3

    Calculate 8% of the hours you worked in the leave year, subject to a maximum of 4 working weeks"

    so i'd probably worked around 640 hours by february, 8% of which is around 50, so should be all clear for a full work off?

    anyone confirm that makes sense & i'm not looking at it arseways ?

    thanks in advance for any replies


  • Registered Users Posts: 10,150 ✭✭✭✭Jim_Hodge

    What are your leave entitlements in your contract?

  • Registered Users Posts: 1,158 ✭✭✭Citrus_8

    1. Some places don't give annual leave until the first 6 months served - check your contract or as a manager.

    2. Do you do 40 hours or 37.5 or similar per week? Check your contract or ask a manager.

    3. Not sure when exactly in October you've started. If I take 4 weeks each month from the 01st Nov to 31st Jan, I get 12x40x8%=38.4 hrs so, less than a week. But with added few weeks from Oct you'd be over 40 hrs so a week.

    4. You also need to find out what is the policy in your company for annual leave requests. At some, this must be requested at least 4 weeks in advance.

  • Registered Users Posts: 493 ✭✭vafankillar

    hadn't checked tbh, always thought this was just set out by law of 4 weeks per year

    previously tried to deny me bank holiday entitlements when i had worked the required 40 hours in the past 5 weeks & had to argue my case, which i why im tryna understand it myself before going to them about it

  • Registered Users Posts: 493 ✭✭vafankillar

    just trying to see if i'm understanding it right before i go to them, when i started in october they said i wasn't entitled to the october bank holiday entitlements & i had to argue my case & have them send emails back & forth to payroll.

    40 every week from about halfway through october, (tho is around halfway through feb i'm looking for off so roughly a full 4 months) along an 48 hours for 3 weeks in december. which should put me over the mark anyway.

    i dont think they have other policies about 6 months & i should be okay with how much advance im giving since gonna do it this week, but just wanted to be more confident in my understanding before going to them

    cheers for the help

  • Registered Users Posts: 1,158 ✭✭✭Citrus_8

    I'm not sure what public holiday entitlements you're talking about. Is this a salary or wage you're getting? Is this a shift work? Didn't you work during this PH? Need to have specific info before I could answer as until now I don't know what the situation is. I'd recommend you to read your contract and check the company's policies, or as your line manager (they cannot refuse you to answer the questions, otherwise, they have to refer you to the sources of information).

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  • Registered Users Posts: 493 ✭✭vafankillar

    it doesn't matter about the public holiday,i got that sorted. it's a just regular clock-in wage job, it's not that deep. im not saying they'd refuse me, im saying they dont' know their stuff and neither did payroll or whoever apparently( such as working 40 hours within the past 5 weeks for the bank holiday entitlements i.e a paid day off).

  • Registered Users Posts: 1,158 ✭✭✭Citrus_8

    As far as I remember, for instance, in retail with shifts, if you are not rostered to work the public holiday (bank holiday is an old term), you aren't entitled for a payment. Only those who are on a contracted salary without shifts would be paid as they get paid same salary and there is no clock-in.

  • Registered Users Posts: 2,835 ✭✭✭ari101

    Legally you have to get paid at least a portion of the pHol if you have worked >40 hours in the preceding 5 weeks. A full days pay for a normally rostered day, or 1/5th of average weekly pay if you wouldn't normally work on that particular day or do part-time variable hours, etc.