Holiday Entitlement

Your individual holiday entitlement is outlined in your principal statement of terms and conditions of employment.

Holiday Year

Our holiday year begins on 1st April and runs until 31st March inclusive.

If you start or finish your employment with us during the holiday year, holiday entitlement will be calculated as a pro-rata amount of the annual entitlement.

Rules regarding annual leave

- Given the nature of the business, it will sometimes be necessary for you to work on bank/public holidays, and you will receive payment at your normal rate of pay or paid time off in lieu.

- New starters will accrue annual holidays on the basis of 1/12th of the annual entitlement for each month of service in the holiday year.

- All holidays must have prior approval and authorisation. Requests for holidays should be submitted to your Manager using a Holiday Request Form. At least 4 weeks’ notice must be given to take holiday of more than 1 week’s duration and at least 2 weeks’ notice must be given to take holiday of less than 1 week’s duration.

- Generally, you will only be permitted to take a maximum of 2 weeks’ holiday at any one time without prior arrangement.

- The Organisation will respond to your request as soon as possible. No responsibility will be accepted for monies lost as a consequence of your failure to comply with this procedure.

- Unused holiday entitlement of up to 5 days may be carried forward into the next holiday year with prior written permission of your line Manager.

- Should you fall sick prior to or during pre-booked annual holidays there is no entitlement to take those holidays on another occasion unless the Sickness Notification Procedure has been followed and a Statement of Fitness for Work is provided.

- Employees accrue holiday entitlement during Maternity/Adoption/Paternity/Shared Parental/Parental Leave periods.

- Where termination of your employment is due to gross misconduct or where the full contractual notice period is not served and worked, unused holiday pay will not be paid, apart from any payment required to meet the statutory minimum holiday obligations.

- Annual holiday entitlement will cease to accrue in cases where you are absent from work for a continuous period in excess of 3 months. However, the Organisation will ensure that the statutory minimum holiday entitlement obligations have been met. Accrual will recommence after the completion of 1 calendar month of working on return.

- Upon termination of your employment, payment will normally be made for all unused accrued holiday entitlement. If you have taken more annual holiday entitlement than you have accrued during the holiday year, the balance will be deducted from any outstanding pay. Payment for holidays in these circumstances will be made on a pro-rata basis to your normal working days and your service in the current holiday year.

- When you are working under notice, the organisation reserves the right to require you to take any remaining holiday entitlement during this period.

The content of these clauses does not affect your statutory holiday entitlement under the Working Time Regulations 1998 (as amended).

Religious holidays

Requests for time off for religious holidays should be made in line with the above holiday request procedure and will be considered alongside the operational needs of our business. However please be aware there is no automatic right to time off for religious reasons.