Holidays Policy

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.