Holiday Policy - Life Skills

Introduction

The holiday year for Role Models working for Role Models Life Skills Limited runs from 1st January to 31st December. All Role Models are entitled to the equivalent of 5.6 weeks’ paid holiday during each holiday year (including all bank holiday entitlements), calculated on a pro rata basis depending on the number of hours that you actually work. Your holiday entitlement is therefore equivalent to 12.07% of the hours that you actually work in each holiday year, rounded up to the nearest hour.

Payment will be made in lieu of any holiday entitlement accrued over the duration of the contract.

You shall not be paid in lieu of untaken holiday except on termination of employment.

 

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.

The amount of the payment in lieu will be calculated on the basis of 12.07% of the hours worked in the relevant holiday year less any hours of holiday taken in that holiday year, multiplied by the average hourly rate payable over the last 12 weeks in which you earned remuneration.

If you have taken more holiday than your accrued entitlement at the when your employment terminates, the excess holiday pay calculated on the basis set out in the above calculation shall be deducted from any payments due for each excess hour taken.

 

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:

  • The total period of incapacity must be fully certificated by a qualified medical
  • 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
  • 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
  • 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.

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.