How to calculate working days?

How to calculate working days is a concept that often comes up in human resources, especially when counting paid leave.

Let’s take stock in this article to better understand the differences between working days and business days . We will also see how to calculate working days in the year.

Definition of “Business Day”

Working days , by definition, are days which are not public holidays and which are not legally non-working days .

In a week without public holidays, there should normally be 6 working days. Indeed, Sunday is generally the weekly day of rest.

Conversion of business days to business days

Depending on a company’s contractual arrangements, employers may have the right to convert paid holiday entitlements into working days .

They can also decide to set up split days , i.e. taking leave in several times.

You may therefore need to convert working days to working days.

The calculation in working days is based on 25 days or 5 weeks . The calculation in working days is over 30 days or 5 weeks .

To better perform your calculations, it is best to use specialized tools. They will make your job easier and save you a lot of time while giving you accurate results.

Calculation of holidays in working days and working days

In the event that the company opts for a statement of paid leave in working days, the employee will be entitled to 30 days per year.

By dividing this figure by 12 (month of the year), we obtain 2.5 days off per month worked.

For companies that belong to certain collective agreements, the calculation is made in working days.

The employee will then be entitled to 25 days of paid vacation per year, which gives 2.08 days of paid vacation per month.

If the count of working days is limited to the transposition of the count into working days, the employee must be granted an additional day off as a public holiday.

Moreover, the result of the count must be an integer, regardless of the type of days taken into account. If we have a result at 12.5 days, for example, it will be necessary to round up and take the higher value.

As a result, the employee will be entitled to paid leave of 13 days instead of the 12.5 days provided for.

Error management

Several errors can be made in the count of paid leave when calculating in working days or working days.

Many elements come into consideration in the basis of the calculations, to name a few:

  • Absences,
  • extra time,
  • RTT (after days off) ,
  • holidays
  • or the nature of the employment contract.

To avoid errors, you can rely on the absence and leave management features of your HR tool.

Among the possibilities that are offered with HR software, we will cite for example:

  • Automation of leave requests;
  • A global and detailed view of leave taken and to come in the company;
  • The option to create custom holidays;
  • The presence of specific modules that provide precise information such as public holidays in France for a given year, for example;
  • Regular and automatic updating of your leave calendar (for approved leaves).

What are the working days?

Concretely, to calculate working days, we count from Monday to Saturday, public holidays not included. The business is supposed to open during this period.

There are therefore 6 working days in a week without public holidays. If a public holiday falls between Monday and Saturday, we will therefore have 5 working days for that particular week.

How many working days in 2022?

This year has 305 working days and 60 non-working days.

The formula for calculating working days is very simple. The period covers January 1 to December 31 inclusive.

After removing Sundays and public holidays (excluding solidarity day), we obtain:

365 days – 52 Sundays – 7 public holidays from Monday to Saturday = 305 working days

What is the difference between working day and business day?

Working days and working days , the distinction between these two notions is very important for the calculation of paid leave entitlements for employees of a company.

Working days

They represent the days that can be legally worked , that is, from Monday to Saturday. This concept therefore excludes Sundays and public holidays.

The company takes into account the calculation of the working days for the calculation of the paid holidays of its employees. They are also taken into account for any other count of days such as absences or illnesses.

A week of paid leave thus constitutes 6 working days for the employee, from Monday to Saturday.

Note that in certain sectors which work from Tuesday to Saturday, there may be a Saturday working day .

Open days

These are the days when the business or organization is actually in operation . Monday to Friday, in general.

Working days are taken into account in relations between the company and its customers or service providers (delivery times or the performance of a service, for example).

Knowing the working days allows you to know the availability of a company.

The contract between the service provider and the company makes it possible to indicate the exact deadline for working days. It also indicates that the company’s days not worked are not considered in the count.

Summary on Working Days and Business Days

In general, working days affect employer-employee social relations. Working days concern business-provider or business-customer relationships.

To check whether the number of days of paid leave acquired are in working days or in working days, the employee can consult his collective agreement .

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How to count and calculate 5 working days?

This is the calculation of the period of 5 working days between the invitation to an interview and the interview prior to dismissal .

The preliminary interview

Any employer considering the dismissal of an employee is obliged to summon the latter to a preliminary interview. It is a procedure that is strictly regulated by law.

This preliminary interview is therefore a mandatory step, regardless of the reason for dismissal. This step does not take into account either the workforce of the company or the conditions of seniority.

A period of 5 working days between the hand delivery of the registered letter of convocation and the date of the interview prior to dismissal is provided for by the legislator.

Thus, to prepare his defence, the High Court specifies that the employee must have 5 full working days.

To calculate it in working days, Sundays and public holidays usually not worked in the company are not taken into account. The day on which the letter is delivered or presented to the employee is not considered within the time limit.

NB: failure to respect this 5-day period represents a procedural irregularity . For the employer, the penalty consists of paying damages (up to one month’s salary).

Example: an employee receives in person a letter of invitation to an interview prior to dismissal on July 1, 2020. The 5 working days that must be respected therefore begin the next day, that is to say, July 2, 2020. The July 5 will not be taken into account in the calculation. The company or the employer will not be able to set the preliminary interview before the date of Wednesday, July 8, 2020.

5 working day summary

We consider the following points:

  • The day on which the convocation letter is presented to the employee is not to be counted;
  • Sundays and public holidays are not to be counted;
  • The interview can only be scheduled from the sixth working day following the presentation of the letter;
  • The period is extended until the first following working day if it expires on a Saturday, a Sunday or a non-working public holiday. However, the interview cannot take place on Monday if the deadline expires on a Saturday or a Sunday, since Monday corresponds to the end of the minimum deadline of 5 working days (the 5th day), due to the extension.

What are the working hours?

Every company must specify the hours at which its employees must work, generally 35 hours per week (office hours).

Business hours can therefore correspond to the times when a company’s customers can contact the company’s support team directly, thus allowing the company’s service procedures (such as milestones and escalation processes) to be specified. ).

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