How to calculate leave ?
Here is a frequent question that any rh manager asks himself when he has to calculate the leave rights of employees.
This leave simulator offered free of charge by Jouroff leave management software editor, allows you to calculate online the balance indicators and leave counters.
º Are you an HR manager or an employee ?
º Do you want to understand how leaves are calculated ?
º Are you looking for a paid vacation calculator ?
More than a simulator, JOUROFF leave software offers you through this page, a free leave tool, with the possibility of downloading your results in PDF format.
The calculation of leaves implies taking into account the HR management rules of your company.
This is the reason why this leave simulator offers several options...
To make your task easier, the basic rules generally applied are defined by default.
Among the options of the leave simulator, you will find :
♦ The input parameters to define the rule for acquiring leave rights
♦ The leave management mode, in working days or business days
♦ Working days and rest days
♦ The public holiday statement during leaves
♦ The counting of leave for the part-time employee
♦ The hiring period for calculating leaves at the end of the contract
♦ Leave planning
♦ Preview of the leave balance and PDF export
When we are interested in the management of leaves and absences, the leave management software becomes essential to gain in productivity.
The goal is to automate your company's leave management process, and thus streamline human resources management on a daily basis.
Even if the online leave tool offered by this interface can provide some leave indicators, the leave management software has the advantage of involving all the employees of your company to gain more productivity.
The observation is that, the company which deploys a leave and absence management software, needs to revive the employees to plan the leave of their next vacation.
As the publisher of online leave software, we are used to supporting companies in this topic Leave management, this has enabled us to compile the different user needs in the field of leave monitoring and working time management.
Our leave management software is therefore user experience oriented.
Thus, we offer features aimed at getting the user to join.
Note that leave requests initiated by employees represents the source of information for the leave software.
Among the tools available to the employee, we can cite our leave entry software associated with the validation of the HR Manager.
This is considered to be one of the best vacation software in its category, due to its ease of use and intuitive ergonomics.
On the other hand, thanks to the mobile application of the leave software, the user can connect via his iPhone or Android type mobile phone.
It has the following features :
♦ Leave request form :
Possibility for the user to select his dates, then submit his leave request to the employer.
The latter can reject or validate the leave request.
If everything is OK, the employee can plan his next vacation.
This option provides the user with vacation planning software that can be downloaded to a mobile phone.
♦ Leave monitoring table :
Thanks to the leave software, the employee gains autonomy.
He can consult his leave balance without having to ask his employer.
Note that all leave balance calculations are automated by the leave and absence management software.
♦ Leave schedule :
The leave planning represents another advantage of the vacation software, because all employees can easily consult this schedule to control the periods of absence of other employees.
For employees who do not have the possibility to download the leave software application, the employer can export the leave schedule to a file in Excel or pdf format to print.
Therefore, a simple sending of the vacation schedule by email could be appropriate.
In French labor law, the acquisition of leave rights is primarily based on the working days or business days calculation method.
This makes it possible to determine the number of days of leaves acquired monthly.
In working days, the employee acquires 2.08 days per month, and in business days, the employee is credited with 2.5 days per month.
However, when taking leave, the counting system must establish the right balance, to allow employees benefiting from the working days or business days calculation method to benefit from the same number of effective days at the end of the annual reference period.
As a reminder, are considered business days, all days of the week except public holidays not worked and the weekly day of rest (Sunday).
An ordinary week has 6 business days, taking into account Saturday.
While the working days correspond to the days actually worked in the company, generally these are days going from Monday to Friday.
This significant difference between working days and business days is the basis of the leave acquisition and counting system.
To make things easier for you, the paid vacation calculator gives you the possibility to easily define these parameters.
Indeed, the goal with the paid leave simulator is to gain efficiency, which is why the rules for managing conventional leave are pre-filled in the simulator.
The basic rule is, the leave begin on the first day on which the employee should have worked, then, one counts all the working days, until his return to work.br> This rule for counting the working days contained in the interval allows great clarity, including to understand how the leave of part-time employees is calculated.br> This leave calculation simulator allows you to view in detail the different dates retained by the counting system.
The employee often wonders about the rules for calculating his rights to paid leave. The objective of the paid leave calculation simulator is to provide more transparency on the principle of leave calculation.
If the method of calculation is in working days, only the days actually worked in the company are deducted when taking leave.
However, if your management rule is in business days, unless otherwise provided for in your collective agreement, Saturday is generally deducted.
In business days, the employee has 30 days a year.
When leaves are assessed on working days, at the rate of 25 days per year, it must be considered that labor law is intended to be fair between the two methods of calculation.
This is the reason why, five (5) Saturdays are to be used during the reference period to establish equity.
The mechanism of 5 Saturdays in business days is automatically taken into account by the leave simulator.
You only need to indicate the appropriate configuration in the input parameters space of the simulator.
In a non-prorated system, the part-time employee benefits from the same number of days (25 working days, in French labor law) as the full-time employee.
However, the leave counting system must restore fairness by "retaining" part-time rest days.
For example, an 80% part-time employee not working on Wednesday...when he works a full week, the system will retain 5 working days, including Wednesday.
This calculation method is troubling to say the least for the employee, because in principle the days not worked are not counted...
To better assimilate this rule supposed to establish equity, it is simply necessary to take into account the fundamental rule of counting leave, which stipulates :
The leaves start from the 1st day, then we count every opening day until resumption of work.
Indeed, Wednesday being one day worked in the company, it will be retained even if the employee for his part does not work on Wednesday.
At the same time, it must be considered that this employee benefits from the same number of days (25 days per year) as the full-time employee.
Basically, the same acquisition rule implies the same counting rule.
However, for the example above, it should be emphasized that during an annual reference period, the system must count down no more than 5 Wednesdays.
Even if the employee were to split his vacation, taking 10 Tuesdays in a row for example. It is necessary to cap at 5 Wednesdays in order not to penalize the employee.
The leave simulator proposed by JOUROFF allows to respond to this constraint of capping for the part-time account.
There is no explicit legal text on this subject.
This is a rule of prorating part-time work, aimed at guaranteeing equal treatment in terms of paid vacation rights between part-time and full-time employees.
There are two(2) methods for counting part-time leave.
In the following example, we will consider an employee at 80% not working Wednesdays.
The rule for acquiring annual leave is 25 days.
Method 1 : The proration is done at the level of acquired days.
That is to say that the employee at 80%, is credited with : (25 days * 0.8) = 20 days
In this case, there will be no deduction when taking leave.
Method 2 : The prorating is done in the statement, when taking leave.
That is to say that the employee is credited with 25 days.
Then, over the whole of the annual period, a maximum of 5 Wednesdays will be deducted, so as to benefit from 20 effective days.
Finally, as for method (1), things balance out !
To simplify your task, the leave software published by JOUROFF automates this process.
As the management of paid leave is a vast subject, it is common to use leave management software for a broader view in the leave and absence monitoring table for your employees.
Indeed, JOUROFF as leave software offers a wide range of leave tools, whether for automated leave management via the free paid leave software called JOUROFF STARTER, or as a leave tool for simple leave calculations. paid via this online vacation simulator.
It is clear that depending on the needs of your company, the HR software publisher JOUROFF puts forward a software for managing paid leave and absences, from the simplest to the most complex cases.
For comparison, if you want complete automation of leave management, you can opt for the premium version of the paid leave software...or the free version of the leave software called STARTER, or the free leave tool presented in this page, commonly called the online paid vacation calculator.
When we are interested in the calculation of paid leave, we can naturally wonder about the compensation for leave not taken.
In fact, the employer is required to pay you compensation for paid leave, to compensate you in return for unpaid leave.
This can happen in the context of short contracts, because generally the short-term work schedule does not leave much room for taking time off.
But also, for older employees, who have not been able to liquidate all their rights to paid leave, at the end of their employment contract.
The simulator presented on this page does not allow you to declare the salary amounts used as a basis for calculating the compensation for leave.
However, the summary of leave calculations, as well as the residual balance proposed by this simulator, can be used as input parameters.
Therefore, in addition to the number of paid leave days remaining, you need to consider your gross monthly salary.