February 2014 update to Cezanne’s Cloud HR system, Cezanne HR provides even more flexibility for the automatic calculation of holiday entitlements.

Accurately calculating holiday entitlements is a huge overhead for businesses that don’t have sophisticated HR solutions to help them – especially those with employees that work part time or have irregular working patterns. For example, companies need to ensure that a part-time employee who does not work on Mondays and Fridays, when the majority of Bank Holidays fall, still gets proportionally a certain amount of holiday awarded overall.

It’s more than just admin headache. Getting holiday entitlements wrong can undermine employee trust (especially if employees feel they are treated unfairly), and may break employment law.

Cezanne HR has always helped companies by automatically calculating holiday entitlements based on working time patterns and legal minimum requirements, as well as customer-defined rules, such as length of service and carry over.

The latest update addresses another complication. What happens if the number of public holidays varies from year to year? This doesn’t just apply to special holidays, such as the extra day awarded for the Queen’s Golden Jubilee. It’s common in situations where holiday accruals start from April 1st. In this situation, part-time employees working the same hours, but different days, may accrue different entitlements.

The new update allows companies to base the calculation on the employee’s country or regional calendars (with associated bank holidays) rather than a fixed minimum entitlement. This results in a fair allocation of holiday, including where companies offer more generous holiday entitlements than the statutory minimum.

The February 2014 update also gives companies the flexibility to choose the day of the month that holiday entitlements accrual from, and adds new options to the new joiner process that will further streamline the entry of data for new and returning employees.