Role Models Employee Holiday Policy

As of January 2023 this policy is no longer in use, as decided by Hugo, due to the information being in our contracts.


The holiday year for full time employees Role Models Life Skills Limited runs from 1st January to 31st December. All full-time and part-time employees are entitled to 23 working days' paid holiday per annum; holiday for part timers will be pro-rated in line with their contractual working hours. Annual leave increases by 1 day for each year the Employee works for the Company.

All holiday must be taken during the holiday year in which it is accrued. All holiday dates must be approved in advance by the employee's line manager and booked in to Timetastic. As much notice as possible of proposed holiday dates must be given to ensure adequate staffing coverage at all times. However, a minimum of four weeks’ notice must be given for any holiday request of two weeks and a minimum of two week’s notice for any holiday request of less than two weeks.

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

Public and bank holidays

Role Models Life Skills Limited recognises eight public/bank holidays a year, the dates of which vary from year to year. All recognised public and bank holidays are permitted as paid holiday in addition to the annual holiday entitlement specified above.

Holiday entitlement in year of commencement

If the employee joins the company part way through a holiday year, they will be entitled to a proportion of their holiday entitlement based on the period of their employment in that holiday year.

During the employee's first year of service, they will not normally be allowed to take more holiday than they have actually accrued at the time holiday is taken.

Holiday pay on termination of employment

If the employee leaves the company part way through a holiday year, they will be entitled to be paid for any accrued annual leave for that holiday year that has not been taken by the date of termination.

If, on the employee's date of termination, they have taken paid holiday leave in excess of earned entitlement, they will be required to reimburse the organisation (by means of deduction from salary if necessary) in respect of such holiday.

Sickness during holiday

Where an employee falls sick or is injured while on holiday, the company will allow the employee to transfer to sick leave and take replacement holiday at a later time. This policy is subject to the following strict conditions:

If an employee is ill or is injured before the start of a period of planned holiday, and consequently unable to take the holiday, the company will agree to the employee postponing the holiday dates to another mutually agreed time. Any period of sickness absence will then be treated in accordance with the company's normal policy on sickness absence.

Holiday entitlement during sick leave

An employee who is absent on sick leave will continue to accrue their full statutory holiday entitlement. However, contractual holiday entitlement over and above the minimum statutory holiday entitlement provided for by the Working Time Regulations 1998 will not accrue during any paid or unpaid period of sick leave once an employee has been continuously absent for a period of 4 weeks.

  1. The total period of incapacity must be fully certificated by a qualified medical
  2. The employee must contact the company (by telephone if possible) as soon as they know that there will be a period of incapacity during a
  3. The employee must submit a written request no later than 10 days after returning to work setting out how much of the holiday period was affected by sickness and the amount of leave that the employee wishes to take at another time, supported by the sickness certificate as detailed
  4. Where the employee is overseas when they fall ill or are injured, evidence must still be produced that the employee was ill by way of either a medical certificate or proof of a claim on an insurance policy for medical treatment received at the overseas location.