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Hi Everyone,

 

I have a staff member who works a 28 hour week. She has a 5 week working pattern, e.g week 1, 28 hours over 4 days, week 2 28 hours over 5 days, week 3 28 hours over 5 days but different working hours per day than week 2. Currently I have her AL in hours calculated over 5 days, and her working pattern set up as 5 hours 35 mins per day. This is fine where she takes a full week’s leave - it deducts 28 hours from her balance. On the days, however, where she works a full day, e.g 9 to 5 (7 hours) and wants to take the afternoon off, e.g 2 to 5, she is unable to do do, as her working day is set up as 5 hours and 35 minutes., from 9 to 2.35. Is there any way to add a 5-week working schedule in the background? I can see there is the option to add 4 weeks for the schedule which I will try, and would help but can an additional week be added?  

Hi - I don’t think you can add any more than a rolling four week pattern currently, and even that is a relatively new feature.

We have an employee on a completely variable working pattern (three days per week, the days change each week), and we have used our ‘full time’ Work Schedule for her, plus a Time Off type that is actually used to show which days she will be working on each week.

When she books holiday, she has to book each day individually (if she wants to book off a full week, she has to book three individual days for that week, to avoid booking 37.5 hours off).

It’s not ideal to have to do such a convoluted workaround, to be honest - the addition of the rolling 4 week work schedule option is great, but doesn’t cover fully flexible working patterns, or even patterns that are more than 4 weeks!

Hi,

 

Thanks for the reply, and yes when I saw the 4 week pattern was there I got excited, but realised I needed a 5 week one. 

With the time off type would you mind sharing what you did, please? I am just worried what we are using isn’t sustainable for long. She uses an excel to record her leave which she has shared with me, so I can ensure the AL balance will be right at the end of the year - but it’s complicated… for everyone!

We have used a Time off type of ‘Remote Working’ for the working pattern, and the policy is only allocated to this employee (so no-one else can accidentally use it!).

The employee emails HR with her working days for the next couple of months, we book them in for her using this Time Off type, and then they are visible to her, and her team. 

When she then wants to book annual leave, she only books it against days that are also already booked as ‘Working days’. 

Hope that makes sense…?!

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