Holidays
The annual holiday entitlement is 21 normal days in the holiday year, which runs from 1st April to 31st March (with the exception of the Loo Hire division which runs from 1st January to 31st December). Your holidays are accrued in arrears at the rate of 1.75 days for every complete month worked.
Entitlement for part time employees is pro rata to that of full time employees.
In addition, you are entitled to the following recognised bank/public holidays provided that they fall on one of your normal working days:
Generally, your will only be permitted to take a maximum of 10 normal working days holiday at any one time.
All holidays must have prior approval and authorisation. Requests for holidays should be submitted to your line manager using a holiday request form.
At least one weeks’ notice should be given for a holiday of one day. At least two weeks’ notice should be given for a holiday of between 2-3 days and one months notice for a holiday of 4 days or more.
The Company 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.
Where too many employees require the same holiday period which if granted would impair the efficiency of the business, holidays would be granted as first request, first granted.
Unused holiday entitlement cannot be carried forward into the next holiday year. Should you fall sick prior to or during pre-booked annual holidays there is no entitlement to take those holidays on another occasion.
Employees accrue holiday entitlement during the Ordinary Maternity/Adoption Leave period. Where employees qualify for Addition Maternity/Adoption Leave, holiday entitlement does not accrue during this period but will recommence immediately upon return to work. However, the Company will ensure that the statutory minimum holiday entitlement obligations have been met.
Upon termination of your employment, payment will normal be made for all unused holiday entitlement calculated on the basis on 1/12th of your annual entitlement for each complete month worked in the current holiday year. If you have taken more annual holiday entitlement that you have accrued during the holiday year, the balance will be deducted from an outstanding pay. Payment for holidays in these circumstances will be made on a pro rata basis to your service in the current holiday year.
Entitlement for part time employees is pro rata to that of full time employees.
In addition, you are entitled to the following recognised bank/public holidays provided that they fall on one of your normal working days:
- New Years Day
- Good Friday
- Easter Monday
- May Day Bank Holiday Monday
- Spring Bank Holiday Monday
- Late Summer Bank Holiday Monday
- Christmas Day
- Boxing Day
Generally, your will only be permitted to take a maximum of 10 normal working days holiday at any one time.
All holidays must have prior approval and authorisation. Requests for holidays should be submitted to your line manager using a holiday request form.
At least one weeks’ notice should be given for a holiday of one day. At least two weeks’ notice should be given for a holiday of between 2-3 days and one months notice for a holiday of 4 days or more.
The Company 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.
Where too many employees require the same holiday period which if granted would impair the efficiency of the business, holidays would be granted as first request, first granted.
Unused holiday entitlement cannot be carried forward into the next holiday year. Should you fall sick prior to or during pre-booked annual holidays there is no entitlement to take those holidays on another occasion.
Employees accrue holiday entitlement during the Ordinary Maternity/Adoption Leave period. Where employees qualify for Addition Maternity/Adoption Leave, holiday entitlement does not accrue during this period but will recommence immediately upon return to work. However, the Company will ensure that the statutory minimum holiday entitlement obligations have been met.
Upon termination of your employment, payment will normal be made for all unused holiday entitlement calculated on the basis on 1/12th of your annual entitlement for each complete month worked in the current holiday year. If you have taken more annual holiday entitlement that you have accrued during the holiday year, the balance will be deducted from an outstanding pay. Payment for holidays in these circumstances will be made on a pro rata basis to your service in the current holiday year.
