A modulation period running from the 1st January to the 31st December corresponds to 1607 hours to be worked over 52 weeks. Periods of paid leave and public holidays have already been excluded from the total of 1607 hours to be worked and are therefore excluded.
Your weekly target enables you to plan ahead for your employee by taking into account the total number of hours to be worked over the 52 weeks that make up the year.
Paid holidays and public holidays are not included in this calculation, which is why your weekly target of 30.49 hours does not correspond to your employee's weekly contract time.
A positive balance at the start of the period does not necessarily mean that your employee will be entitled to overtime at the end of the period, as his or her holiday periods may not yet have been defined in the schedule.
However, if, at the end of the period, your employee exceeds the total number of hours to be worked over the period, he or she will be entitled to additional overtime pay.
How is the weekly target calculated ?
The weekly target is calculated by dividing the number of hours to be worked in your period by the number of weeks in the modulation period.
For a 35-hour weekly contract, which must cover 1607 hours from 1st January to 31st December, we calculate :
(1607h / 365 days) * 7 days (i.e. one week) = 30.819h or 30h49.
Every week, the cumulative target is increased by 30 hours and 49 minutes, regardless of the number of weekly hours in the employee's contract.
It is different from the contract time, because in the 52 weeks of the year, the employee will also have periods of paid leave or public holidays, which are already deducted from these 1607 hours.
This is why the 1607 hours will be smoothed over the 52 weeks in the calculation, and the value will not correspond to the employee's weekly contract time.
There's an exception for leap years (like 2024) !
The number of days in the year is different, so the calculation is as follows:
(1607h / 366 days) * 7 days = 30.73 or 30h44.