HOLIDAYS AND PAID LEAVE. 4.1. Unless otherwise notified to you in relation to (and for the duration of) a specific Client Assignment, your annual paid leave entitlement is 5.6 weeks per year (which is usually 28 days per year), and during the first year of your employment accrues at 2.33 days per month. For the avoidance of doubt, bank and public holidays falling on days which would otherwise be normal working days, but which are not in fact worked by you, will be taken as part of your annual paid leave entitlement.
4.2. Payment in respect of annual paid leave will generally be made out of your annual paid leave reserve fund. Unless otherwise notified to you in relation to (and for the duration of) a specific Client Assignment, your annual paid leave reserve fund accrues at the rate of 12.07% of your gross pay.
4.3. To the extent that payment in respect of annual paid leave can be funded from your annual paid leave reserve fund, you may take any annual paid leave entitlement at any time, subject only to the requirements of any current Client Assignment. We will not generally approve requests to take annual paid leave exceeding that which can be funded from your annual paid leave reserve fund.
4.4. We will honour any additional statutory rights to paid leave to which you may from time to time become entitled (such as maternity/paternity, adoption or shared parental leave, or paid time off for ante-natal appointments).
4.5. Periods not worked (other than as a result of sickness or injury, or the exercise of some additional statutory right to which you may from time to time become entitled (such as maternity/paternity, adoption or shared parental leave, or paid time off for ante-natal appointments)) will be taken as annual paid leave, to the extent of accrued but any untaken annual paid leave entitlement, and thereafter will be treated as unpaid leave.
4.6. The holiday year runs from 1st October in each year;
4.6.1. on a change to the start date for the holiday year, a pro rata calculation will be made, and any balance of annual paid leave entitlement (whether surplus or deficit) will be carried forwards from the last holiday year with the previous start date to the first holiday year with the new start date;
4.6.2. subject thereto, accrued annual paid leave entitlements may not be carried forwards from year to year, and it is your responsibility to ensure that you take any accrued annual paid leave entitlement before the end of the holiday year.
4.7. The amount of a week’s pay for t...
HOLIDAYS AND PAID LEAVE. A. HOLIDAYS DEFINED 8 9.B. HOLIDAYS TO BE OBSERVED ON WORKDAYS. 8 9.C. FLOATING HOLIDAYS. 9 9.D. PAID LEAVE. 9
HOLIDAYS AND PAID LEAVE. In addition to public holidays and other paid leave required by applicable law, the Employee shall be entitled to 35 days paid leave per year. For any started year this entitlement is pro rata temporis. Without the agreement of the Company, a holiday Employment Contract Page 6 entitlement may not be carried forward beyond March 31 of the following year. The timing of holidays has to be coordinated with the heads of the different departments.
HOLIDAYS AND PAID LEAVE. 4.1. Unless otherwise notified to you in relation to (and for the duration of) a specific Client Assignment,
4.1.1. your annual paid leave entitlement is 5.6 weeks per year; this includes any paid leave entitlement you may have in respect of bank and public holidays; and
4.1.2. during the first year of your employment, your annual paid leave entitlement accrues at 5.6/12 = 0.4667 working weeks per month (5.6/52 = 0.1077 working weeks per week).
4.2. For the avoidance of doubt, bank and public holidays falling on days which would otherwise be normal working days, but which are not in fact worked by you, will be taken as part of your annual paid leave entitlement.
4.3. Annual paid leave may be taken both during, and between Assignments. You must request our approval for annual paid leave by giving us written notice of at least twice as many days in advance of the earliest day specified in the notice as the number of days or part-days to which the notice relates; (example: to request 1 week’s leave, you must give us notice at least 2 weeks in advance of the first day of the requested leave).
4.3.1. If we wish to refuse such a request, we will give you written notice of at least as many days in advance of the earliest day specified in the notice as the number of days or part-days to which the notice relates; (example: to refuse a request for 1 week’s leave, we must give you notice at least 1 week in advance of the first day of the requested leave).
4.4. We will honour any additional statutory rights to paid leave to which you may from time to time become entitled (such as maternity/paternity, adoption or shared parental leave, parental bereavement leave, or paid time off for ante-natal appointments). You must tell is in advance if you wish to take any statutory paid leave.
4.5. The holiday year runs from 1st April in each year.
4.5.1. Specific provisions in the Working Time Regulations 1998 (as amended) permit carrying forward of untaken paid leave entitlement which it was not reasonably practicable to take as a result of the effects of coronavirus;
4.5.2. Subject thereto, annual paid leave entitlements may not be carried forwards from year to year, save where you are unable to take it as a result eg of sickness or maternity leave; and it is your responsibility to ensure that you take any annual paid leave entitlement before the end of the holiday year;
4.5.3. If you anticipate difficulty in taking any part of your annual paid leave entitlement before the end ...
HOLIDAYS AND PAID LEAVE. 4.1. Unless otherwise notified to you in relation to (and for the duration of) a specific Client Assignment, your annual paid leave entitlement is 5.6 weeks per year, and accrues at 5.6/12 = 0.4667 working weeks per month (5.6/52 = 0.1077 working weeks per week).
4.2. You may take any accrued paid leave entitlement at any time, subject only to the requirements of any current Client Assignment.
4.3. Periods not worked (other than as a result of sickness or injury) will be taken as paid leave, to the extent of accrued but any untaken entitlement, and thereafter will be treated as unpaid leave.
4.4. The holiday year runs from 6th April in each year;
4.4.1. On a change to the start date for the holiday year, a pro rata calculation will be made, and any balance of paid leave entitlement (whether surplus or deficit) will be carried forwards from the last holiday year with the previous start date to the first holiday year with the new start date;
4.4.2. subject thereto, accrued paid leave entitlements may not be carried forwards from year to year, and it is your responsibility to ensure that you take any accrued paid leave entitlement before the end of the holiday year.
4.5. The amount of a week’s pay for the purposes of paid leave will be calculated in accordance with the Working Time Regulations 1998 (as amended).
4.6. We will honour any additional statutory rights to paid leave to which you may from time to time become entitled (such as maternity/paternity leave, or paid time off for ante-natal appointments).
4.7. You have no other entitlement to paid leave.
HOLIDAYS AND PAID LEAVE
