Employees working fewer than five days a week still receive paid annual leave. The calculation normally adjusts the number of leave days to the individual’s working-week pattern so that the protected time away remains comparable.
The weekly pattern matters
Someone working 20 hours over five mornings has a different leave-day conversion from someone working the same 20 hours over two full days. Hours alone do not answer how many leave days must be booked.
For a stable schedule, record the usual working days and the full-time reference entitlement. For an irregular roster, a representative period may be needed. Avoid choosing only a particularly quiet month.
A leave day replaces a working day
If Tuesday was never a working day, it generally should not consume holiday entitlement. Conversely, a scheduled short day can still count as a leave day. This is why a transparent roster and consistent method matter.
Holiday pay should reflect the relevant earnings rules, rather than reducing the employee to zero income during approved leave. Mini-job status does not remove this protection.
Keep the method visible
The employer should be able to explain the opening entitlement, leave taken, adjustments after a schedule change, and remaining balance. The employee should retain approvals and compare them with the roster and payslip. If the number changes without explanation, ask for the calculation in writing.
Unsure how this applies to your arrangement? Ask about a focused consultation.