Your holiday entitlement is detailed in your contract. The holiday year runs from January to December.

Except where you are absent on long-term sick leave, all holidays must be taken during the holiday year in which it is accrued.

All holiday dates must be approved in advance by your line manager.   You must give as much notice as possible of proposed holiday dates to ensure adequate staffing coverage. Such notice must be at least twice the number of working days you wish to take as annual leave.

You must make arrangements for holidays and travel with your line manager’s authorisation for the holiday leave. We will not be responsible for any losses incurred by booking travel without leave authorisation.

We may ask you to use days from your holiday entitlement to cover the site closure over Christmas, which closes before Christmas and re-opens after New Year’s Day. This will vary each year depending on the dates.

Holiday Pay

Holiday pay is calculated based on your current rate of pay, including commission payments/overtime/travelling-time allowances if there is a settled and regular pattern.

No payment will be in lieu of any holiday not taken (except on termination).

Zero Hours /Term Time Employees Holiday Pay

As a zero hours/term time employee, the 52 weeks immediately prior to the period taken (or designated) as leave is used to calculate your total gross pay, which will then be divided by 52 to obtain your average weekly pay. Your average weekly pay will be the amount of holiday pay you receive per full week of annual leave.   When calculating the average weekly pay, we will disregard any weeks in which you earned no pay. The 52 weeks will be extended up to a maximum of 104 weeks, o that there are 52 weeks of earnings used in calculating your total gross pay.

We will re-run the average weekly pay calculation each time you take annual leave to ensure that the relevant 52 weeks are used for each annual leave period.

If you have not yet been employed for 52 weeks, your holiday pay will be calculated using the amount of completed weeks you have been employed, and your holiday pay will be calculated using the average pay you received over those completed weeks, disregarding any weeks where there have been no earnings. The minimum holiday entitlement is 20 days + 8 bank holidays, totalling 28 days (i.e. 5.6 weeks). Some examples of how the calculation is performed are as follows:

EXAMPLE 1:

Billy has worked for IBM as a flexi worker for 24 months (104 weeks). He wants to take three weeks of annual leave. Billy earns £10 per hour. In the immediate 52 weeks before the annual leave, Billy's work pattern and earnings have been shown in the first table below. In this instance, there are only 44 (i.e. 22 + 22) weeks prior to the annual leave with qualifying earnings.

| No. of Weeks | Number of hours worked in a week | Weekly Wage  | Total wages for  | | --- | --- | --- | --- | | 22 | 21 | £210 (21 x £10) | £210 x 22 weeks = £4,620 | | 22 | 25 | £250 (25 x £10) | £250 x 22 weeks = £5,500 | | 8 | 0 | £0 | £0 |

Therefore, the qualifying period should be extended to achieve the full 52 weeks’ worth of earnings for the calculation. In Billy’s case, in the 60 weeks (i.e. 22 + 22 + 8 + 8) immediately prior to the annual leave, Billy’s work pattern and earnings have been:

| No. of Weeks | Number of hours worked in a week | Weekly Wage  | Total wages for  | | --- | --- | --- | --- | | 22 | 21 | £210 (21 x £10) | £210 x 22 weeks = £4,620 | | 22 | 25 | £250 (25 x £10) | £250 x 22 weeks = £5,500 | | 8 | 15 | £150 (15 x £10) | £150 x 8 weeks = £1,200 | | 8 | 0 | £0 | £0 |

In the blue table above, you now have a full 52 weeks of earnings to perform the calculation as follows: