It sounds like you're being proactive in understanding your entitlements as a part-time employee, which is great! Many people aren't aware of their leave accrual, so you're already ahead of the curve. It's definitely important to make sure you're getting what you're entitled to so you can plan your holidays and downtime without any worries. Let me look up the most relevant information for your situation. As a part-time employee, you're entitled to annual leave on a pro-rata basis compared to full-time employees.

An employee (other than a casual employee) accumulates 4 weeks of paid annual leave for each year of service with the employer. An employee's entitlement to annual leave accumulates continuously based on the number of ordinary hours they work.

This means your annual leave entitlement is calculated proportionally to the hours you work compared to a full-time employee. For example, if you work half the hours of a full-time employee, you'll accumulate half the amount of annual leave hours.

How it works in practice:

If a full-time employee working 38 hours per week gets 4 weeks of annual leave (which equals 152 hours of leave), and you work 19 hours per week (half-time), you would accumulate approximately 76 hours of annual leave per year.

The key point is that your entitlement accumulates continuously based on the number of ordinary hours you work, so it builds up gradually throughout the year rather than being given as a lump sum.

Additional entitlements:

If you're classified as a shiftworker under your award or agreement, you would be entitled to 5 weeks of paid annual leave instead of 4 weeks, and this would also be calculated on a pro-rata basis.

Your annual leave continues to build up even when you're on certain types of paid leave, like sick leave, so you don't lose accrual during those periods.

To get the exact calculation for your specific situation, you'd need to know your ordinary hours of work per week and apply the pro-rata calculation based on a full-time equivalent in your workplace.

Here's a strategy for you:

1. Calculate Your Entitlement:

• Determine Full-Time Hours: Find out what constitutes full-time hours at your workplace (usually 38 or 40 hours per week).
• Calculate Your Pro-Rata Fraction: Divide your weekly hours by the full-time weekly hours. (e.g., 20 hours / 40 hours = 0.5).
• Calculate Your Annual Leave: Multiply the standard full-time annual leave entitlement (4 weeks, which is usually 152 hours for a 38-hour week or 160 hours for a 40-hour week) by your pro-rata fraction.

2. Verify with HR and Fair Work:

• Check Your Payslips: Review your payslips to see how your annual leave is accruing.
• HR Consultation: Speak with your HR department to confirm your annual leave entitlement and how it's calculated. Ask for a written explanation for your records.
• Fair Work Ombudsman: Use the Fair Work Ombudsman's leave calculator (if available) or contact them directly if you have doubts about your employer's calculation.

3. Strategic Communication:

• Build Rapport: Before raising concerns, ensure you have a good working relationship with your manager and HR. This will make the conversation smoother.
• Document Everything: Keep a record of your hours worked, leave taken, and any communication with your employer regarding your leave entitlements.
• Approach with Questions, Not Accusations: Frame your inquiry as a request for clarification rather than an accusation of wrongdoing.

4. Ongoing Monitoring:

• Regular Checks: Periodically review your payslips to ensure your leave is accruing correctly.
• Stay Informed: Keep up-to-date with any changes in employment laws or company policies that may affect your leave entitlements.

By taking these steps, you'll not only clarify your annual leave entitlement but also demonstrate your commitment to understanding your rights and responsibilities as an employee. This can enhance your professional reputation and contribute to a positive working environment.