Holiday Entitlement & Conditions

Annual Leave

1. The holiday year runs from 7th April to 6th April each year. 2. Full-time staff are entitled to 32 days paid holiday leave per year (pro-rata for part time staff) rising to 40 days depending on length of service as shown below: • Basic entitlement: 32 days • After three years’ service 34 days (at the start of the holiday year in which they reach 3 years continuous service) • After five years’ service 36 days • After seven years’ service 38 days • After ten years’ service 40 days. 3. These holidays include the allowance for Public/Bank holidays. 4. Only with prior approval from the Executive Team may up to 3 days be carried over into the following year. 5. TOIL time cannot be saved and used towards holidays. 6. We also provide two additional paid days off as wellbeing days (pro rata for part time staff). One in the first half of the year, and one in the second.

These company-wide days off are usually scheduled in March and October each year.

Conditions applying to your annual holiday entitlement

1. You should check your proposed holiday dates with your Line Manager in the first instance. Following this check, you should then request the leave in the

BreatheHR app which will automatically alert your line manager to your request. 2. Holiday requests will only be considered if you request them via the BreatheHR. We will allocate agreed holiday dates on a ‘first come – first served’ basis whilst ensuring that operational efficiency and minimum staffing levels are maintained throughout the year. 3. All holiday requests must be booked taking the company schedule into consideration. 4. Once approved, staff should record it on the Company Calendar. 5. The Company shuts down over Christmas and New Year period (usually from around 22nd Dec to 4th Jan) therefore this period of 10 work days must be taken out of annual leave entitlement. 6. You may not normally take more than two working weeks consecutively. 7. Your holiday pay will be at your normal basic pay unless shown otherwise on your Statement of Main Terms of Employment. 8. You should give the Company as much as notice as possible of your intention to take holidays but as a minimum we require the following:

• Requests for 2 days or less must be received at least 2 weeks prior to the requested start date. • Requests for 3 days or more must be received at least 1 month prior to the requested start date.

9. We will try our best to accommodate your request, but this will always be subject to having enough people available to meet the needs of our business. 10. No payment will be made in lieu of holiday not taken unless there are exceptional circumstances agreed by the Executive Team or unless you are leaving

our employment. 11. Should you join or leave Shaper/Caper during the annual leave year, your holiday entitlement will be calculated pro-rata (see ‘Staff leaving the company’ below).

Public Holidays

Shaper/Caper observes 9 public holiday days which are included in the annual leave entitlement as shown above:

1. New Year’s Day 2. 2nd January 3. Good Friday 4. Early May Bank Holiday 5. Spring Bank Holiday 6. Summer Bank Holiday 7. St Andrew’s Day 8. Christmas Day 9. Boxing Day

Public holidays are pro-rated for part-time staff. Staff wishing to observe other holidays; for example, religious festivals, are welcome to do so as part of their annual leave entitlement. All employees, whatever their religion or belief, will be treated equally in this respect. You should apply for annual leave in the usual way and you are advised to give as much notice as possible, as requests will still be dealt with on a first come, first served basis.

Staff leaving the company

Staff will receive 1/12th of their annual holiday entitlement for each completed month of service, (this is not rounded up to the nearest 1⁄2 day), less the number of days already taken in the holiday year. If a member of staff has taken more than their accrued holiday entitlement the difference will be deducted from the final salary payment due and if there are insufficient monies due to cover this, then the member of staff will be required to refund any outstanding amounts. Accrued holiday entitlement may not be taken during a period of notice except with the consent of the Company and staff may be required to take their accrued holiday during their notice period at the absolute discretion of the company.