- Annual leave entitlement
- Annual leave year
- Booking annual leave
- Working time regulations
- Public bank holidays and School closure days
- Sickness during annual leave
- Annual leave during maternity leave, adoption leave and long-term sick leave
- Annual leave entitlement for part-time staff
- Annual leave when leaving employment
- Equal Opportunities
1.1 All full-time members of staff are entitled to 30 days annual leave
1.2 Annual leave for part-time staff will be pro-rata according to the hours of work.
1.3 Staff who start or finish employment part way through the leave year, will be entitled to pro-rata annual leave entitlement according to the number of months worked.
2.1 The School’s annual leave year runs from 1 October to 30 September.
2.2 All annual leave should be taken during this leave year and there is no general entitlement for staff to carry their leave forward to the following leave year.
2.3 In exceptional circumstances, staff may carry over a maximum of five days (pro-rata) annual leave to the following leave year providing the following circumstances apply;
a. Their Head of Service Area/Head of Academic Department has agreed that the member of staff may carry forward the leave
b. The member of staff has taken at least 28 days (pro-rata if part-time) leave in that year (including public bank holidays and School closure days).
2.4 Any leave not taken by the end of the leave year will be lost, unless it has been agreed that the leave may be carried forward as outlined above.
3.1 Annual leave should normally be taken in School vacation periods.
3.2 Certain groups of staff (i.e. term-time only staff or teaching staff) are not permitted to take leave during the School term-times and should refer to their contract of employment for details of when they are permitted to take their leave.
3.3 The member of staff’s line manager or supervisor must approve all annual leave in advance.
3.4 Members of staff should normally give notice equivalent to twice the length of the period of annual leave that they wish to take. For example, an employee who wishes to take one week’s leave, should give at least two week’s notice in advance. Staff should bear in mind that the greater amount of notice they give, the more likely their request for leave is to be approved.
3.5 Managers should not unreasonably refuse requests for annual leave, but account should be taken of the need to maintain the service in the section or department.
3.6 Managers are required to retain records of all annual leave taken by the staff for which they are responsible.
4.1 Under the Working Time Regulations 1998 (as amended), the School is required to ensure that all its employees take 28 days paid leave per year (pro-rata for part-time staff and staff who start or leave part-way through the leave year). This 28 days leave includes public bank holidays and School closure days.
4.2 It is the responsibility of all managers to ensure that all staff take 28 days leave per year (pro-rata where applicable) (including bank holidays and closure days) and to ensure that details of this leave is recorded.
5.1 The School recognises eight public holidays and the exact date of these holidays can be found in the School calendar.
5.2 Part-time staff will receive a pro-rata entitlement to public holidays rounded up to the nearest hour. Where part-time staff do not normally work on a public holiday, their entitlement can be taken at another time to be agreed with their line manager.
5.3 The School normally closes on additional days over the Christmas and Easter holidays. Details of these days can be found in the School calendar.
6.1 A member of staff who falls sick whilst on annual leave and would like the School to treat the absence as sick leave, must provide a doctor’s medical certificate confirming that they would not have been fit to attend work at this time.
6.2 Post-dated medical certificates (i.e. which cover a period of absence which concluded prior to the doctor’s appointment), will not be accepted.
7.1 For details of annual leave during maternity, adoption or long-term sick leave, please refer to the specific policy.
8.1 As stated above, part-time staff receive pro-rata entitlement according to their hours of work.
8.2 Part-time staff normally have their annual leave entitlement expressed in hours rather than days. A full-time member of staff is entitled to 210 hours annual leave per year.
8.3 Certain groups of part-time staff (e.g. Term-time only staff and part-time Fractional Teaching Staff) have special arrangements with regard to their annual leave entitlement which are detailed in their contracts of employment. All part-time staff should refer to their contracts of employment for reference.
8.4 As a general rule and unless specified otherwise in the contract of employment, annual leave for part-time staff is calculated by multiplying the total amount of annual leave entitlement in hours for a full-time member of staff, by the full-time equivalent (FTE). An example is given below.
8.5 The FTE is calculated by dividing the hours worked by a part-time member of staff by the hours worked by a full-time member of staff (e.g. 35 hours per week). For example, if a member of staff works 17.5 hours per week, their FTE will be 0.5 or 50%.
8.6 An example is given below, where the full-time equivalent member of staff would work 35 hours per week and be entitled to 30 days or 210 hours annual leave per year and the part-time member of staff works 21 hours per week or 0.6 FTE.
210 multiplied by 0.6 FTE = 126 hours annual leave per year.
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9.1 If a member of staff leaves part way through the leave year, and has outstanding annual leave, this should be discussed with their line manager. Where practicable, outstanding leave should normally be taken during the employee’s notice period. A payment in lieu will be made for any outstanding annual leave not taken before the last day of employment (e.g. where operational reasons prevented an employee taking all their remaining leave during their notice period or in cases of gross misconduct where an employee is dismissed without notice).
9.2 If on the employee’s leaving date, she/he has taken annual leave in excess of their entitlement, she/he will be required to reimburse the School (normally by deduction from final salary payment(s)) in respect of this holiday.
10.1 The procedures outlined here should be carried out with due regard to any diversity issues which may have affected either the original situation or the current process. The School’s Diversity Adviser and diversity specialists within the HR Directorate are available to support colleagues in this area. Where a diversity issue (e.g. a disability including chronic physical or mental health conditions) has been disclosed to the School, whether prior to the situation which triggered this process or during the process, the line manager co-ordinating the process is responsible for checking with the employee to determine their needs and for making the appropriate arrangements. Employees who have not previously disclosed a diversity issue which may be relevant to this process are encouraged to do so, as early as possible, so that it can be taken into account.