RECOMMENDED POLICY (with cap and carryover)
Leave Policy
This policy provides insight into the arrangements, rules, and procedures related to taking time off work, covering aspects such as annual holiday entitlement. All employees at , regardless of their level or grade, including full-time, part-time, permanent, and fixed-term staff, are governed by this policy.
The Leave Entitlement policy does not form part of your contract of employment, and reserves the right to amend it at any time.
Paid annual leave entitlement
The Company's holiday year begins on and concludes on . If not stated otherwise in your employment contract, you have the option to use days of paid holiday during each complete holiday year, along with the standard public holidays.
For part-time employees, the entitlement will be a pro rata equivalent of the above, with the specific amount outlined in your employment contract. Likewise, for those on a fixed-term basis, the leave entitlement will be proportionate to the length of the contract.
In the event that you do not utilize your complete annual leave entitlement within the current holiday year, your supervisor may, at their full discretion, allow you to carry forward a maximum of days to the next holiday year. It is advisable to take these days within the initial months of the new holiday year; otherwise, they will be forfeited.
The Company does not offer payment in lieu of unused holiday entitlement, except when calculating termination payments.
Taking annual leave
Approval for annual leave requests is contingent upon the discretion and agreement of your manager. If too many employees have already booked time off during your requested dates, or if your absence would adversely affect the Company at that specific time, you may be asked to modify your requested dates. It is advised not to make any travel bookings until approval has been granted.
Make sure to provide as much notice as possible for holiday requests. At a minimum, you must notify the Company weeks in advance to facilitate proper planning for your absence. The maximum duration of holiday typically allowed at any time is working days. Your manager holds discretion in approving holidays exceeding this limit and may decline requests if granting them would inconvenience your team or the Company.
If you intend to take specific days off for religious reasons, these should be incorporated into your holiday entitlement as well. Please book these days well in advance using the standard procedure.
During your probationary period, you are not entitled to take any holiday days that have not yet accrued unless they were booked before joining the Company. We reserve the right to mandate or prohibit holiday usage on particular dates, such as when the business is closed or exceptionally busy.
RECOMMENDED POLICY (with no cap or carryover)
Leave Policy
This policy provides insight into the arrangements, rules, and procedures related to taking time off work, covering aspects such as annual holiday entitlement. All employees at , regardless of their level or grade, including full-time, part-time, permanent, and fixed-term staff, are governed by this policy.
The Leave Entitlement policy does not form part of your contract of employment, and reserves the right to amend it at any time.
Paid annual leave entitlement
The Company's holiday year begins on and concludes on . If not stated otherwise in your employment contract, you have the option to use days of paid holiday during each complete holiday year, along with the standard public holidays.
For part-time employees, the entitlement will be a pro rata equivalent of the above, with the specific amount outlined in your employment contract. Likewise, for those on a fixed-term basis, the leave entitlement will be proportionate to the length of the contract.
Excluding particular cases such as sickness absence, maternity, paternity, adoption, parental, or shared parental leave (elaborated below), it is mandatory to take your accrued holiday entitlement within the same holiday year. Any unused holiday days at the close of the holiday year will be lost.
Taking annual leave
Approval for annual leave requests is contingent upon the discretion and agreement of your manager. If too many employees have already booked time off during your requested dates, or if your absence would adversely affect the Company at that specific time, you may be asked to modify your requested dates. It is advised not to make any travel bookings until approval has been granted.
Make sure to provide as much notice as possible for holiday requests. At a minimum, you must notify the Company weeks in advance to facilitate proper planning for your absence. The maximum duration of holiday typically allowed at any time is working days. Your manager holds discretion in approving holidays exceeding this limit and may decline requests if granting them would inconvenience your team or the Company.
If you intend to take specific days off for religious reasons, these should be incorporated into your holiday entitlement as well. Please book these days well in advance using the standard procedure.
During your probationary period, you are not entitled to take any holiday days that have not yet accrued unless they were booked before joining the Company. We reserve the right to mandate or prohibit holiday usage on particular dates, such as when the business is closed or exceptionally busy.
RECOMMENDED POLICY (with only cap and no carryover)
Leave Policy
This policy provides insight into the arrangements, rules, and procedures related to taking time off work, covering aspects such as annual holiday entitlement. All employees at , regardless of their level or grade, including full-time, part-time, permanent, and fixed-term staff, are governed by this policy.
The Leave Entitlement policy does not form part of your contract of employment, and reserves the right to amend it at any time.
Paid annual leave entitlement
The Company's holiday year begins on and concludes on . If not stated otherwise in your employment contract, you have the option to use days of paid holiday during each complete holiday year, along with the standard public holidays.
For part-time employees, the entitlement will be a pro rata equivalent of the above, with the specific amount outlined in your employment contract. Likewise, for those on a fixed-term basis, the leave entitlement will be proportionate to the length of the contract.
In the event that you do not utilize your complete annual leave entitlement within the current holiday year, your supervisor may, at their full discretion, allow you to carry forward a maximum of days to the next holiday year. It is advisable to take these days within the initial months of the new holiday year; otherwise, they will be forfeited.
The Company does not offer payment in lieu of unused holiday entitlement, except when calculating termination payments.
Taking annual leave
Approval for annual leave requests is contingent upon the discretion and agreement of your manager. If too many employees have already booked time off during your requested dates, or if your absence would adversely affect the Company at that specific time, you may be asked to modify your requested dates. It is advised not to make any travel bookings until approval has been granted.
Make sure to provide as much notice as possible for holiday requests. At a minimum, you must notify the Company weeks in advance to facilitate proper planning for your absence. Your manager holds discretion in approving holidays exceeding this limit and may decline requests if granting them would inconvenience your team or the Company.
If you intend to take specific days off for religious reasons, these should be incorporated into your holiday entitlement as well. Please book these days well in advance using the standard procedure.
During your probationary period, you are not entitled to take any holiday days that have not yet accrued unless they were booked before joining the Company. We reserve the right to mandate or prohibit holiday usage on particular dates, such as when the business is closed or exceptionally busy.
RECOMMENDED POLICY (with no cap and only carryover)
Leave Policy
This policy provides insight into the arrangements, rules, and procedures related to taking time off work, covering aspects such as annual holiday entitlement. All employees at , regardless of their level or grade, including full-time, part-time, permanent, and fixed-term staff, are governed by this policy.
The Leave Entitlement policy does not form part of your contract of employment, and reserves the right to amend it at any time.
Paid annual leave entitlement
The Company's holiday year begins on and concludes on . If not stated otherwise in your employment contract, you have the option to use days of paid holiday during each complete holiday year, along with the standard public holidays.
For part-time employees, the entitlement will be a pro rata equivalent of the above, with the specific amount outlined in your employment contract. Likewise, for those on a fixed-term basis, the leave entitlement will be proportionate to the length of the contract.
Excluding particular cases such as sickness absence, maternity, paternity, adoption, parental, or shared parental leave (elaborated below), it is mandatory to take your accrued holiday entitlement within the same holiday year. Any unused holiday days at the close of the holiday year will be lost.
Taking annual leave
Approval for annual leave requests is contingent upon the discretion and agreement of your manager. If too many employees have already booked time off during your requested dates, or if your absence would adversely affect the Company at that specific time, you may be asked to modify your requested dates. It is advised not to make any travel bookings until approval has been granted.
Make sure to provide as much notice as possible for holiday requests. At a minimum, you must notify the Company weeks in advance to facilitate proper planning for your absence. The maximum duration of holiday typically allowed at any time is working days. Your manager holds discretion in approving holidays exceeding this limit and may decline requests if granting them would inconvenience your team or the Company.
If you intend to take specific days off for religious reasons, these should be incorporated into your holiday entitlement as well. Please book these days well in advance using the standard procedure.
During your probationary period, you are not entitled to take any holiday days that have not yet accrued unless they were booked before joining the Company. We reserve the right to mandate or prohibit holiday usage on particular dates, such as when the business is closed or exceptionally busy.
