This article explains why public holidays may show the full daily hours (for example, 8 hours) for employees on a flex working pattern with a reduced FTE, and what configuration affects the calculation.
For employees assigned to a flexible working pattern, Attendance does not prorate public holiday payable hours based on the employee's FTE percentage. Instead, the system uses the hours associated with the day in the underlying full-time working pattern to calculate potential and payable hours.
For example, if an employee works at 80% FTE and a public holiday falls on a day that is configured as 8 hours in the full-time working pattern, Attendance may show 8 payable hours for that public holiday rather than 6.4 hours (6h24m).
Why this happens
Flexible working patterns do not contain fixed daily working hours that can be used to determine a prorated value for public holidays. To calculate potential and payable hours, Attendance needs a daily hour value and therefore references the hours configured in the working pattern.
As a result public holiday payable hours are based on the configured hours for the week day (Monday~Friday for example).
If public holiday hours appear higher than expected:
Review the employee's associated full-time working pattern.
Check the configured hours for the day on which the public holiday falls.
Verify whether the employee is assigned to a flex working pattern rather than a part-time working pattern with defined daily hours.
Possible workaround
If public holidays need to be reflected according to an employee's reduced FTE, consider reviewing whether a flex working pattern is the most suitable setup. In some cases, using a working pattern with defined daily hours may provide more predictable calculations.
Alternatively you can submit a time off request on top of the public bank holiday, since the request is prorated based on employee FTE percentage, Payable Hours will reflect that percentage (for example 6.4 hours on a full day requested at 80% FTE)
