4. ANNUAL HOLIDAYS Except where otherwise agreed by the Company, the following provisions on holiday entitlement will apply: The standard holiday entitlement for employees who are contracted to work for five days or more is 22 days paid holiday per holiday year. The holiday entitlement increases by one additional day to 23 days total, in the first full holiday year after completing 5 years’ service with the Company. Parttime employees are entitled to the same holiday benefits as full-time employees, on a pro-rata basis according to their hours/days of work. You will be entitled to one-twelfth of your annual holiday entitlement for each completed calendar month of service between your date of engagement and the following 31st December in your first year of service, rounded up to the nearest half-day. If you leave the Company for any reason, you will be entitled to payment in lieu of holidays earned but not taken, at the rate of one-twelfth of your holiday entitlement for each completed month of service in the year in which you leave. If you have already taken more than your paid holiday entitlement, a deduction will be made from your final wage or salary payment, amounting to the difference between paid holiday taken and your entitlement at the time of leaving. During any period of notice that you are not required to work and for which payment is made, the holiday entitlement relevant for such period is deemed to be included in the payment (i.e. you will not be paid twice for the same period of time). The holiday year starts 1st January and entitlement cannot be carried forward from one year to another, unless extraordinary circumstances exist (e.g. pandemic) and this must be approved by your Departmental Manager. Whilst aiming to meet everyone’s holiday requirements, it is not always possible due to the need to ensure that the Company is adequately staffed during the holiday period. Therefore, holidays may only be taken at times mutually convenient to your Department Manager and yourself. Holidays should be booked and approved via the online portal and it is recommended that you agree your holiday dates as far in advance as possible. The needs of the business may require that you take some part of your holiday entitlement at certain times of the year and the Company reserves the right to nominate those times and the right to direct employees to take holiday. In this regard, the Company is closed on Christmas Eve, therefore, if Christmas Eve is an employee’s normal working day, then it is mandatory that it must be taken as 1 day’s holiday from the employee’s annual holiday entitlement. No cash payments may be made in lieu of holidays not taken, unless you qualify on leaving the Company. If you become sick on the first day of your holiday, you must notify the Company on the first day on which the holiday would have become due and provide a medical statement to cover the entire period of sickness before the holiday can be postponed. The duration of the rearranged holiday will only be for the period covered by the medical certificate and must be subject to the needs of the business. Sickness commencing on the second or subsequent day of the holiday will not entitle the employee to postponement of the holiday. No more than 10 days’ holiday may be taken at any particular time. You will also be paid for the following statutory holidays. •
New Year’s Day
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Good Friday
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Easter Monday
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Early May Holiday
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Spring Holiday
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Late Summer Holiday
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Christmas Day
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Boxing Day
Arbury Employee Handbook
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