In the most simple terms, your holiday entitlement is based on the reduced time you work compared to full-time. So if you work three days a week, your holiday entitlement will be 60% of what the full-time amount is. In this example the calculation is 3 ÷ 5 = 0.6 or 60%. If you are interested in looking at the impact on your salary and benefits, our pro-rata salary calculator can show you what the impact of changing the number of days you work compared to full-time. Example A – Excluding Bank Holidays with Overlapping Job Share Jane and Claire have applied for a full-time position as a Job Share. The position is advertised as supporting flexible working with an annual holiday entitlement of 25 days or 5 weeks excluding Bank Holidays. At three days a week, Jane and Claire are entitled to 60% (3 ÷ 5) of the full-time holiday so would get an annual holiday entitlement of 15 days. Given they work three days per week, it only costs them three days holiday to book a week’s holiday, so they are still able to get the same five weeks holiday with 15-days holiday entitlement (15 ÷ 3 = 5). In this instance, the total amount of holiday entitlement for the Job Share is more than a regular full-time employee because of the overlap. This is usually built into the case for employment alongside the additional salary, pension contributions, and any other fringe benefits. Many employers look at the benefits of a Job Share in terms of retaining talent and cover additional costs as part of their policy. Example B – Including Bank Holidays Without Overlapping Job Share John and Chloe Job Share with a 2.5 day split without a paid overlap. The company standard policy is to offer 32 days paid annual holiday including Bank Holidays. This means they are both entitled to 50% or 16 days of the full-time holiday entitlement but must use paid holiday to cover Bank Holidays on days they usually work.