The salary the role pays on a full-time basis.
Your standard full-time week, e.g. 37.5 or 40.
The hours this person actually works.
The full-time entitlement, e.g. 28 days (statutory minimum for a 5-day week).
Usually 5.

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Disclaimer: Estimate only. Pro-rata holiday is best calculated on contracted hours or days; bank holidays should be pro-rated using the same fraction to keep part-timers fair. Round holiday entitlement up, never down. For complex patterns (term-time, annualised hours, job-share) get tailored advice.

Related from Beagle HR

How to pro-rata salary and holiday fairly

Part-time workers have the right not to be treated less favourably than comparable full-timers. The simplest way to stay fair is to pro-rata everything by the same fraction.

Pro-rata salary

Take the full-time salary and multiply by the part-time fraction (part-time hours divided by full-time hours). Someone on 22.5 hours against a 37.5-hour full-time week works 60% of full time, so earns 60% of the full-time salary.

Pro-rata holiday

Multiply the full-time holiday entitlement by the same fraction. The trap is bank holidays: if you give full-timers bank holidays on top, pro-rata that allowance too, rather than letting which day a bank holiday falls on decide it. Always round holiday up, never down.

Common mistakes

  • Giving part-timers full bank holidays while full-timers get them on top (this can over or under-pay them)
  • Rounding holiday entitlement down
  • Forgetting to pro-rata other benefits with a monetary value
  • Not putting the working pattern in writing
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