Stop manually pro-rating holiday for part-time staff. TimeTally automatically calculates correct entitlements for every working pattern — full-time, part-time, or zero-hours — and keeps everything compliant with UK Working Time Regulations.
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Managing leave for mixed workforces is disproportionately complex. TimeTally removes the manual work.
Spreadsheet calculations are error-prone and time-consuming. One wrong formula means under- or over-paying leave for the entire year.
Part-timers shouldn't be charged leave on days they don't work. Without pattern-aware software, managers have to manually check every request.
Tracking full-time, part-time, and zero-hours employees in the same system with different rules is a compliance headache on spreadsheets.
When a part-time employee books leave, TimeTally only charges working days — automatically. Bank holidays are handled correctly for each working pattern, so part-timers who don't work Mondays aren't disadvantaged. The request form shows the current balance, days to be deducted, and remaining entitlement in real time.
Only charges contracted working days
No leave deducted for days the employee doesn't work — no manual override needed
Real-time balance shown before submitting
Employees see how many days the request will use and what will remain — no surprises
Manager sees the working pattern in approval
Full context in the approval view — pattern, balance, and deduction — before tapping approve
The team calendar shows approved leave across all contract types. Managers can spot coverage gaps before they become a problem — no matter how many different working patterns are in the team. Where employees earn TOIL or flexitime, those balances are tracked alongside holiday entitlement in the same view.
Full-time, part-time, and zero-hours leave shown side by side without any setup
Balances update the moment leave is approved — always accurate, never a stale spreadsheet
Check who else is off before approving — prevent leave clashes before they cause cover problems
Create custom leave types that apply to specific employees or contract groups. Set accrual rules, carryover limits, and whether each type counts toward working time — all without touching a spreadsheet.
Track statutory and contractual holiday entitlement, carry-over, and pro-rata calculations.
Record self-certified and doctor-certified sick leave. Track Bradford Factor scores automatically.
Accrue, request, and track time off in lieu from overtime and on-call callouts.
Create custom leave types for compassionate, bereavement, and other special circumstances.
Track maternity, paternity, and shared parental leave alongside regular annual leave.
Any custom leave type you need — configured with its own rules, entitlement, and approval flow.
One price. Every feature. No surprises.
Part-time workers have the same rights as full-time staff — just on a pro-rata basis. Here's how it works in practice.
Part-time workers are entitled to 5.6 weeks' statutory annual leave, scaled to their contracted hours. A worker contracted to 3 days per week therefore receives 3 ÷ 5 × 28 = 16.8 days per year. Fractions must always be rounded up, never down — rounding down constitutes a breach of the Working Time Regulations 1998. This principle applies equally to workers on compressed hours, annualised hours, and any other non-standard arrangement.
The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 prohibit treating part-time staff less favourably than comparable full-time workers unless there is objective justification. The key principle is pro-rata parity — not equal days. Giving a 3-day worker the same number of leave days as a 5-day worker would actually over-entitle them; the obligation is proportionality. Any difference in treatment must be on the basis of working pattern, not because of part-time status itself.
For part-time workers, overtime hours only need to be reflected in holiday pay if they are regular and sufficiently guaranteed — the same Bear Scotland threshold applies. Irregular or one-off overtime worked occasionally does not need to be included in the holiday pay calculation. Where a part-time worker regularly works extra hours on top of their contracted pattern, those hours must be factored into the 52-week average pay reference period. Employers should audit payroll records regularly to ensure the average accurately reflects normal working patterns.
Following the Supreme Court ruling in Harpur Trust v Brazel [2022], employers cannot cap the statutory holiday entitlement of part-year workers (such as term-time-only staff) at 12.07% of hours worked. Such workers must receive 5.6 weeks of holiday based on their average pay over the 52-week reference period, even if that produces a disproportionately high figure relative to hours worked. The 12.07% method remains valid only for genuine variable-hours workers who work throughout the year without significant term-time or seasonal gaps.
A part-time worker has no automatic entitlement to a bank holiday that falls on a day they do not normally work. If a bank holiday occurs on a Monday and a worker only works Tuesday to Thursday, that Monday bank holiday does not form part of their entitlement. Where a part-time worker does work on the day a bank holiday falls, they are entitled to pro-rata treatment consistent with comparable full-time colleagues. Employers must take care that their bank holiday policy does not inadvertently disadvantage workers whose contracted days cluster away from the typical Monday bank holiday pattern.
When a part-time worker's employment ends, they are entitled to payment in lieu of any accrued but untaken statutory annual leave. The calculation uses the daily or hourly rate appropriate to the worker's contracted pattern, not a full-time equivalent. Accrual for the final partial leave year is calculated on a pro-rata basis from the start of the leave year to the termination date. Employers who withhold this payment or calculate it incorrectly risk claims under the Employment Rights Act 1996 for unauthorised deductions from wages.
Employers may offer enhanced annual leave above the statutory 5.6 weeks as a contractual benefit. Where they do, the pro-rata principle must apply to part-time workers just as it does for the statutory entitlement — the Part-Time Workers Regulations 2000 require that contractual benefits be awarded on a no less favourable, pro-rata basis. For example, if full-time staff receive 30 days including bank holidays, a 3-day-per-week worker should receive 18 days. Any policy that grants the same absolute number of enhanced days to all staff regardless of working pattern would likely breach the Regulations.
Employers can choose between a fixed leave year (e.g. 1 January to 31 December) and an anniversary year that resets on each employee's start date. Both approaches are lawful, but the first partial leave year must always be calculated on a pro-rata basis. A part-time worker joining halfway through a fixed leave year is entitled to half their annual pro-rata entitlement for the remainder of that year. Consistency in how the leave year is defined — and how mid-year joiners are treated — is essential to avoid disputes and claims of less favourable treatment.
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Whether you run a hospitality business, a construction company, or a healthcare organisation, TimeTally adapts to how your industry manages leave.
TimeTally pro-rates holiday entitlement based on each employee's contracted hours and working pattern. A part-time employee working 3 days a week automatically gets 60% of the full-time statutory allowance, calculated precisely from their start date.
Yes. Each employee profile has its own working pattern — days of the week and hours per day. TimeTally uses this to calculate correct entitlements, prevent booking on non-working days, and accurately deduct leave in hours or days.
For zero-hours and variable-hours workers, TimeTally supports accrual-based leave calculation based on hours actually worked. This ensures compliance with UK Working Time Regulations for all contract types.
Managers see a team calendar showing all approved leave across contract types. Employees can optionally see team availability — useful for shift planning without exposing sensitive entitlement details.
TimeTally costs £2 per employee per month with all features included — full and part-time employees are priced the same. There's no extra charge for pro-rata calculations or multiple contract types.
