Estimate your leave balance with ease
The calculation of paid leave can be done using a leave management tool, or through this simulator for quick calculation needs.
How to calculate paid leave?
This is a common question for any HR manager when calculating employees’ paid leave entitlements.
This free paid leave simulator allows you to calculate leave balance indicators and counters.
Are you an HR manager or an employee?
Do you want to understand how paid leave is calculated?
Are you looking for a paid leave calculator?
A multi-functional paid leave simulator
Calculating paid leave requires taking into account your company’s HR rules.
That is why this paid leave calculator offers several options…
To make things easier, the basic rules generally applied are pre-defined by default.
Among the simulator options, you will find:
Input parameters to define the paid leave acquisition rule
Counting method in working days or calendar days
Worked days and rest days
Counting of public holidays during paid leave
Counting paid leave for part-time employees
Hire date for calculating leave at the end of the contract
Leave planning
Leave balance preview and PDF export
Paid leave calculator: what are the advantages?
When it comes to calculating leave, the paid leave calculation portal becomes essential for productivity.
The goal is to automate your company’s leave process and streamline daily HR management.
Even if the online leave calculator provided by this interface can provide some leave indicators, it has the advantage of involving all employees in your company for greater productivity.
It is observed that companies deploying an HR Portal for leave calculation need to follow up with employees to plan their upcoming vacations.
As the publisher of the online HR portal for leave calculation, we are used to supporting companies in this area of Leave Management, which has allowed us to compile the various user needs in the field of leave calculation.
Our paid leave calculation system is therefore user-experience oriented.
We provide features designed to engage the user.
Note that leave requests initiated by employees are the source of information for the paid leave calculation portal.
Among the tools available to employees, we can mention our HR leave entry portal associated with Manager validation.
This is considered one of the best online leave calculation solutions in its category, due to its ease of use and intuitive ergonomics.
On the other hand, thanks to the mobile application of the HR portal, users can connect via their mobile phones such as iPhone or Android.
It offers the following features:
Leave request form:
Users can select their dates and then submit their leave request to the employer.
The employer can reject or approve the leave request.
If everything is OK, the employee can plan their upcoming vacation.
Through this option, users have a downloadable vacation planning table on their mobile phone.
Leave balance table and paid leave calculation:
Thanks to the HR Portal or leave table, employees gain autonomy.
They can check their leave balance without having to contact their employer.
Note that all leave balance calculations are automated by the HR Portal leave calculator.
Leave planning:
Leave planning is another advantage of the HR portal leave calculator, as all employees can easily consult it to manage the vacation periods of other team members.
For employees who cannot download the paid leave calculation application, the employer can export the table to an Excel or PDF file for printing.
Therefore, a simple email of the leave plan could suffice.
Paid leave calculation
Acquisition of paid leave in working days or calendar days?
Under French labor law, paid leave entitlement is primarily based on the calculation method of working days or calendar days.
This determines the number of leave days acquired monthly.
In working days, the employee acquires 2.08 days per month, and in calendar days, the employee is credited with 2.5 days per month.
However, when taking leave, the counting system must establish the correct balance so that employees under either calculation method receive the same effective number of days at the end of the annual reference period.
For reference, calendar days include all days of the week except non-working public holidays and the weekly day off (Sunday).
An ordinary week has 6 calendar days including Saturday.
Working days correspond to the days actually worked in the company, generally Monday to Friday.
This notable difference between working days and calendar days is the basis of the acquisition and counting system of leave.
To make things easier, the paid leave simulator allows you to define these parameters effortlessly.
Indeed, the goal with the paid leave simulator is to increase efficiency, which is why the conventional counting rules are pre-filled in the paid leave calculator.
Paid leave counting
The basic rule is to consider that leave starts on the first day the employee was supposed to work, then all working days (or calendar days) are counted until their return to work.
This rule for counting working days in the interval provides great clarity, including for understanding how leave is calculated for part-time employees.
This paid leave simulator allows you to view in detail the specific dates retained by the leave counting system.
Often, employees wonder about the rules for calculating their paid leave entitlement. The goal of the paid leave calculator is to provide greater transparency regarding the leave calculation principle.
Should Saturday be counted in paid leave?
If the calculation method is in working days, only the days actually worked in the company are counted when taking leave.
However, if your counting rule is based on calendar days, unless otherwise specified by your collective agreement (or company agreement), Saturday is generally counted as a calendar day.
Explanation:
In calendar days, the employee is entitled to 30 calendar days per year.
When leave is counted in working days, at a rate of 25 working days per year, labor law aims to ensure fairness between the two calculation methods.
That is why five (5) Saturdays must be considered during the reference period to establish equity.
The mechanism of 5 Saturdays in calendar days is automatically taken into account by the leave simulator.
You just need to enter the appropriate settings in the input parameters section of the paid leave calculator.
Part-time paid leave
In a non-prorated system, a part-time employee receives the same number of days (25 working days) as a full-time employee.
However, the leave counting system must restore fairness by “counting” the part-time rest days.
For example, an 80% part-time employee who does not work on Wednesdays… when taking a full week off, the system will count 5 working days, including Wednesday.
This calculation method can be confusing for the employee, because normally non-working days are not counted…
To better understand this rule designed to ensure fairness, you simply need to follow the fundamental leave counting rule, which states:
Leave starts on the first day, and all working days are counted until the return.
Indeed, Wednesday being a working day in the company, it will be counted even if the employee does not work on Wednesdays.
At the same time, it should be considered that this employee is entitled to the same number of days (25 days per year) as a full-time employee.
Basically, the same acquisition rule implies the same counting rule.
However, in the example above, it should be noted that during an annual reference period, the system must count a maximum of 5 Wednesdays.
Even if the employee splits their leave, for example by taking 10 consecutive Tuesdays, it is necessary to cap at 5 Wednesdays to avoid penalizing the employee.
The JOUROFF paid leave calculator allows this capping process to be automated for part-time leave counting.
Part-time leave counting, the rule of 5 Wednesdays
There is no explicit law on this subject.
It is a part-time prorating rule, aimed at ensuring equal treatment regarding paid leave rights between part-time and full-time employees.
There are two (2) methods to count part-time leave.
In the example below, we consider an 80% employee who does not work on Wednesdays.
The annual leave acquisition rule is 25 working days.
Method 1: Prorating is done at the level of acquired days.
That is, an 80% employee is credited with: (25 days * 0.8) = 20 days.
In this case, no days will be deducted when taking leave.
Method 2: Prorating is done during the leave counting, when leave is taken.
That is, the employee is credited with 25 days.
Then, over the entire annual period, a maximum of 5 Wednesdays will be counted, to give 20 effective days.
Finally, as with method (1), the results are balanced!
To simplify your task, the JOUROFF SaaS leave solution automates this process.
Digital leave vs. paid leave calculator
Paid leave calculation being a vast subject, it is common to use a SaaS solution for a broader view of employees’ leave in the leave calculation table.
Indeed, JOUROFF offers a wide range of HR solutions, whether for digital leave management or as a leave calculator for simple calculations via this online leave simulator.
It is clear that depending on your company’s needs, JOUROFF highlights a paid leave calculator, from the simplest to the most complex cases.
For comparison, if you want automated paid leave calculation, you can opt for the premium HR Portal for paid leave… or the free version called STARTER. You can also use the leave table presented through this online paid leave calculator page.
Can this simulator be used to estimate paid leave compensation?
When calculating paid leave, it is natural to ask about the compensatory payment for unused paid leave.
Indeed, the employer must pay a compensatory allowance for unused paid leave.
This can occur in short-term contracts, as the work schedule does not leave much room for taking leave.
But also for longer-serving employees who could not use all their paid leave by the end of their contract.
The simulator on this page does not allow entering salary amounts used to calculate compensatory leave.
However, the summary of leave calculations and the remaining balance provided by this simulator can serve as input for calculating paid leave compensation.
Therefore, in addition to the remaining paid leave days, you must consider your gross monthly salary.
Note that the salary amount taken into account for the compensatory leave relies on two calculation methods:
1) Taking 1/10 of the gross remuneration received during the reference period.
This paid leave compensation rule is called the “1/10 rule”.
2) The second method is salary maintenance.
This consists of retaining the amount the employee would have earned if they had continued working normally and taken their leave.
If you want to learn more about paid leave compensation calculation rules, this public service website provides additional details.
