## How to convert hours, minutes and seconds

It’s fine if the previous payroll system calculated the employee’s leave balance entitlements in hours. You can also quickly migrate your payroll by converting your workers’ leave balances from hours to days or weeks using the formula below.
Sick leave, domestic violence leave, and alternative holiday leave balances will need to be converted to “Days” equivalents, and annual holidays will need to be converted to “Weeks” equivalents. The following is the method for converting days and weeks:
Total hours divided by the number of hours worked each day by the employee.
An employee, for example, works 8 hours a day. Sick Leave has a balance of 32 hours remaining. The conversion from hours to days would be 32 / 8 = 4 days.
Total hours separated by the employee’s weekly hours. An employee, for example, works 40 hours a week. Annual Holidays leave balance is shown as 120 hours. The conversion from hours to weeks would be 120 / 40 = 3 weeks.
After you’ve calculated all of the employee’s leave balances using the formula above, you can enter the leave balances’ initial values against the appropriate leave category. Enter the balance as it was at the time you switched to this payroll scheme (that is, as at the later pay run processed in your previous payroll system). Parts of days or weeks are entered in decimal format (eg: 6.5 days).

## Convert days to hours

This is the second installment of our guide on how to figure out your vacation time. We previously discussed how to measure full-time and part-time employees’ holiday entitlement in days. We’ll use a simple holiday hours calculator to calculate holiday entitlement in hours for people who work fixed hours or odd hours.
Calculating holiday pay based on hours worked rather than full days can be more complicated. A shift worker, for example, could work 4 hours one day and 6 hours the next. When calculating by hours worked a year, however, it is possible to quantify holiday allowance in hours.
You begin by calculating holiday entitlement for full-time employees, just as you would for part-time staff who work full days. The statutory minimum for full-time workers is 5.6 weeks a year (28 days), which can include paid bank holidays; make a note of any other paid or unpaid bank holidays or contractual holiday entitlement you have.
As an example, consider the statutory number, which includes bank holidays. The number of hours an individual works each week is multiplied by 5.6 to determine entitlement (the annual statutory entitlement).

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