SCHEDULE 13 - HOLIDAYS POLICY
1.
ABOUT THIS POLICY
1.1
This policy sets out our arrangements for staff wishing to take holidays (also known as annual leave).
1.2
This policy covers all staff at all levels and grades, including full-time, part-time, permanent and fixed-term employees, managers, directors, trainees, and homeworkers.
1.3
This policy does not form part of any employee's contract of employment and we may amend it at any time. We may also vary the policy as appropriate in any case.
2.
YOUR HOLIDAY ENTITLEMENT
2.1
The company's holiday year runs from 1 st January to 31 ST December. If your employment starts or finishes part way through the holiday year, your holiday entitlement during that year shall be calculated on a pro-rata basis rounded up to the nearest half day.
2.2
Your holiday entitlement is set out in your contract of employment.
2.3
For the avoidance of doubt, the first four weeks of the leave you take in any holiday year shall be deemed to be the leave derived from regulation 13 of the Working Time Regulations 1998 ( SI 1998/1833 ) and the remainder shall be deemed to be derived from regulation 13A of those regulations. Currently, the law states that regulation 13 leave shall be paid at the rate of "normal remuneration" whereas regulation 13A leave may be paid at the rate of your basic salary only. If your remuneration normally includes variable elements, such as commission or overtime, we will notify you separately whether such payments will be included in your regulation 13 holiday pay. A decision to reflect certain elements of your remuneration in holiday pay on one or more occasions shall not give rise to an expectation on your part that it will be included on future occasions. Except as set out in this policy, holiday entitlement must be taken during the holiday year in which it accrues. Any holiday not taken by the end of the holiday year will be lost and you will not receive any payment in lieu.
2.4
2.5
Unused holiday can only be carried over to another holiday year:
(a) in cases involving sickness absence, as set out in paragraph 5;
(b) in cases of maternity, paternity, adoption, parental or shared parental leave, as set out in paragraph 6;
(c)
if otherwise required by law.
3.
TAKING HOLIDAY
3.1
Holiday requests must be submitted using the relevant form and must be approved in advance by your line manager.
3.2
You must give 2 weeks’ notice of holiday requests to allow planning of work rotas or work schedules where necessary. Management will authorise requests for single days holidays or urgent days on a discretionary basis.
3.3
You must not make travel bookings until approval has been given.
3.4
You will be required to reserve sufficient annual leave to take during our shut down period. We will notify you in advance of the number of days you need to reserve.
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