Holidays and Holiday Pay Policy.
Holidays and Holiday Pay Policy. 31st December, during which time you may take accrued holiday consistent with Company staffing
BASED ON A 4 DAY WEEK: Length of Service
Annual Leave
After 2 years service
18 days
After 3 years service
19 days
After 4+ years service
20 days
requirements andthe rules set out below. If you are on or about to go on a period of statutory
PAID HOLIDAY ENTITLEMENT
maternity, paternity, adoption or parental leave, plea-
If you work 5 days per week the minimum paid
se contact the HR Department to discuss the arran-
holiday entitlement is four “working weeks” during a
gements for taking your holiday entitlement.
complete holiday year. This means that if you are a
Employees joining or leaving the Company during
full time employee you will receive 20 paid working
the year will be entitled to paid holiday on a pro-rata
days holiday and if you work less than 5 days per
basis.
week or you are a part time employee you will receive a pro rata amount.
PUBLIC / BANK HOLIDAYS
For Operational areas the holiday entitlement is in-
In addition to your paid holiday entitlement, you
clusive of the bank holiday entitlement due to opera-
are entitled to the Public Bank Holidays referred
tional requirements and the shift patterns covering
to below:
7 days per week. For example a full time emplo-
New Year’s Day, Good Friday, Easter Monday, First
yee in the Packhouse will receive 28 days holiday
Monday in May, Last Monday in May, Last Monday in
(20 holiday days and 8 bank holidays). See your Prin-
August, Christmas Day and Boxing Day.
cipal Statement of Terms for more details.
Holiday and Bank Holiday entitlement is calculated
Holiday entitlement in trading areas only increases
on a prorata basis for employees who work less than
with Length of service as follows:
a 5 day working week.
BASED ON A 5 DAY WEEK:
WORKING ON PUBLIC / BANK HOLIDAYS
Length of Service
Annual Leave
After 2 years service
23 days
After 3 years service
24 days
After 4+ years service
25 days
If you are required to work on a Public/Bank Holiday for any reason you will receive pay for work done at normal rate and a day in lieu.
HOLIDAY CARRY OVER POLICY Statutory Minimum plus further entitlement:
COMPANY HANDBOOK HOLIDAY AND HOLIDAY PAY POLICY V1
The Working Time Regulations prevent us allowing you
HOLIDAY REQUEST PROCEDURE
to carry over any part of your statutory 4 weeks an-
All requests for holiday must be made on approved
nual holiday entitlement into the next holiday year.
forms and authorised in advance by your Manager
Therefore, all or any part of our 4 weeks annual holi-
and forms should be given to the HR Department.
day entitlement, if not taken in the year accrued will
We reserve the right to grant holiday requests in line
be lost.
with business requirements.
CARRY OVER EXCESS HOLIDAY
FINANCIAL LOSS
If you have holiday time in excess of the statutory
The Company will not be liable for any financial loss
minimum i.e. further entitlement for length of servi-
you might incur if you book a holiday without autho-
ce, the Company at its absolute discretion may pay
risation and the Company is subsequently unable to
in lieu for any part of it, or allow you to carry over a
grant your request for holiday.
maximum of five days. Any holiday carried over must
If your holiday has been cancelled at the request of
be taken by the end of February in the following year.
the Company due to business reasons this will be dealt with accordingly.
PAYMENT IN LIEU OF HOLIDAY The Company will not pay you in lieu of holiday whilst
RESTRICTIONS
you remain in employment other than in exceptional
All holidays of five days or more must be authorised
circumstances.
by your Manager at least one month in advance to ensure that there will be sufficient staff cover in that
HOLIDAY OWED TO YOU WHEN YOU LEAVE
department.
If you have not taken your holiday entitlement for the
You will not normally be permitted to take annual ho-
final year when you leave the Company you will be
liday in excess of two consecutive weeks unless au-
paid in lieu for it when you receive your final pay.
thorised by the Director in charge of your department. At least three-quarters of the year’s holiday must be
PAID HOLIDAY TAKEN IN EXCESS OF
booked by the ninth month of the holiday year.
ENTITLEMENT (OVERPAYMENT)
Due to the nature of the business, holiday is restric-
You expressly agree as part of your Terms and Conditions of Employment that if you have taken more paid holiday than you were entitled to at the date of leaving the Company, we may deduct from your final pay an amount equal to that overpayment.
ted during the month of December for all employees excluding the Finance Team who are restricted during the last week in August and the first two weeks in September. For further details of holiday restrictions please see you principal statement of terms. The Company may from time to time require employees to take part of their holiday entitlement on par-
COMPANY HANDBOOK HOLIDAY AND HOLIDAY PAY POLICY V1
ticular days to meet the needs of the business. If you are required to do so, you will be given twice the length of notice to the time the Company requires you to take. For example, if you are required to take 2 days holiday, you will be given 4 calendar days’ notice of this.
VIOLATION IS A DISCIPLINARY OFFENCE Failure to obtain advance holiday authorisation is a serious disciplinary offence.
SICKNESS PRIOR TO OR DURING HOLIDAY Should you fall sick just prior to or during pre-booked annual holiday, please refer to our sickness reporting procedures. You are entitled to take your holiday at some other time at the usual discretion of the Company and in accordance with our legal obligations. Your request will not be considered unless you supply the appropriate medical certificate and follow the holiday request procedures.