The following Employment precedent provides comprehensive and up to date legal information covering:

  • Policy—holiday


    1. 1


      1. 1.1

        This policy sets out the approach that [enter name of organisation] (the Company) will take in relation to holidays (annual leave).

      1. 1.2

        [The Company requires those who wish to book time off work for religious observance, such as attendance at a particular religious festival, to use annual leave for this purpose. This policy therefore also applies to such leave requests.]

      1. 1.3

        This policy applies to all [employees OR staff]. It does not apply to consultants[, contractors][, volunteers][, interns].

      1. 1.4

        [This policy has been [agreed OR implemented following consultation] with [[enter name of relevant trade union(s)] OR [enter name of works council] OR [enter name of staff association]].]

      1. 1.5

        This policy does not form part of any contract of employment and the Company may amend it at any time.

    1. 2

      Holiday entitlement

      1. 2.1

        The Company’s holiday year runs from [1 January to 31 December OR 1 April to 31 March OR [insert other holiday year dates]].

      1. 2.2

        In the holiday year(s) in which your employment starts and ends, holiday accrues at the rate of 1/12th of the annual allowance per completed month of service during that year (rounded [up OR down] to the nearest [full OR half] day).

      1. 2.3

        You have a statutory entitlement to holiday, made up of four weeks’ statutory basic holiday, plus 1.6 weeks’ statutory additional holiday per holiday year, under the Working Time Regulations 1998.[ You may also have

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