Pro-rata entitlements for Part-timers

All part-time employees, irrespective whether their employment is their principal employment or not should enjoy all the entitlements due to comparable full-time employees, on a pro rata basis calculated on the weekly hours worked.

The extension of pro rata entitlements to all part-time employees came into effect as follows:
1. as from 12th March 2010, to all part-time employees who are engaged as such.
2. as from 12th September 2010, in the case of part-time employees whose part-time employment is one in respect of which social security contributions are not payable in terms of the Social Security Act, who were already in part-time employment prior to 12th March 2010 and were still in their part-time employment on the latter date.
3. those part-time employees who were already eligible to pro rata entitlements prior to 12th March 2010 and were still in their part-time employment on 12th March 2010 will continue to enjoy such pro rata entitlements after 12th March 2010.

Pro rata entitlements include statutory bonus and weekly allowance, all public holidays, vacation leave, sick leave, birth leave, bereavement leave, marriage leave, injury leave and any other leave in terms of law.

Calculating the Pro-rata Entitlement
 
The pro-rata is calculated as the proportion that the number of weekly hours worked by the part-time employee bears to the number of the normal weekly hours worked by a full-time employee performing same work.
(The vacation leave of a full timer working 40 hours per week is 192 hours. If the part-timer works 25 hours a week, the pro-rata vacation leave entitlement is 25/40x192 hours = 120 hours.)
 
In case where the working hours of a part-timer are based on irregular weekly working hours, the pro-rata is calculated over the average of hours worked over a period of 13 weeks (Quarterly:- January to March; April to June; July to September; October to December)