Holidays and returning to work part time after maternity leave

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to add to Kevins comment, the part-timers gets a proportion of a full timers holidays (5.6 weeks/28 days) and it is up to you whether to calculate this in hours or days. If they work different hours each day then hours would be fairer but if they do 5 hours per day then it can be calculated in days so they just book 1 day off (the same as everyone else) but they only get 5 hours pay rather than 7.5 or 8 (as a full timer would)

Just to clarify, the full time entitlement would be 28 days = 5.6 weeks (assuming 5 days at 8 hours each)
The part-timer gets 112 hours, which is 5.6 weeks, based on 4 days at 5 hours each.

Your employee needs to use 20 hours of holiday entitlement to take a week off. To take a day off she needs to take 5 hours, it's not necessary to grant more. There's a simple calculation to determine holiday entitlement for part-time workers. Divide the (new) hours per week by the full- time hours and multiply that by the hoiliday entitlement (converted to hours). If standard hours are worked each day you can convert this back to days.
For example, in your situation p/t hours = 20, full time hours = 40. If your holiday entitlement is 28 days, that multiplies out at 224 hours. The p/t entitlement is20/40 x 224 = 112 hours. If the standard day is 5 hours that equates to 22.4 days, and a weeks holiday becomes 4 of those days.
If the employee works different hours on different days ( say 6 hours for 2 days and 4 hours for another 2 days) just deduct the day taken, 6 hours or 4, frm the hourly total.
You can do a similar calculation for statutory holidays too.

I'm sure someone will be along with a brain full of knowledge covering this, but In my opinion her "full working day" is now 5 hours.

What I mean is that there is no official full working day as such, some people work 7 hours some 8, some 10, some 3 and some 5.

On the point of Bank Holidays, IMO its far easier to have a system whereby the Bank Holidays are included in the holiday entitlement, except that you clarify that those specific days represent a closure and therefore MUST be taken.

Public Holidays are not legislative holidays, 'technically' there is no given right for 'Bank holidays'.

Hi, I wonder if someone can point me in the direction of some regulation relating to returning to work from maternity leave to flexible hours/part time.

An employee who worked full time went on maternity leave last year and is returning to work in March. Her request for flexible working hours has been agreed, and she is coming back for 5 hours a day for 4 days a week. This equates to approx 75% of her full time hours and therefore she is entitled to approx 75% of her full time holiday entitlement. However she has asked that this holiday entitlement is then converted into the appropriate hours as if she takes a 'day' off, it is actually 5 hours NOT a full working day.

Therefore, if she is entitled to ten days holiday (as an example) and a full time day is 8 hours, she then has 80 hours holiday. So if she takes a day off, she simply deducts 5 hours from this total.

Is this correct?

Also what is done about bank holidays? Are the added to this total? Are they pro rata-ed like holidays?

We don't have an issue in agreeing this, however are looking for some definitive advice on how to treat it as it will set a precedent.

any advice would be appreciated! Thanks so much!