Holiday Policy

  

Company Name: Teachers Together Ltd (“the Company”) 

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Use: Internal Policy

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Model Policy No.  HD1

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Model Policy Name: Holiday Policy

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Date: February 2025

 

Version: 1.0

 

 

1. Overview

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This policy sets out our arrangements for staff wishing to take holidays (also known as annual leave).

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This policy covers all employees at all levels and grades, including full-time, part-time, permanent and fixed-term employees, managers, directors, trainees, and homeworkers.

 

This policy does not form part of any employee’s contract of employment and we may amend it at any time.

 

Staff who are on a contract where their status is not employed, should refer to their contract for any holiday accruement details.

 

2. Your holiday entitlement

 

The company’s holiday year commences from 1st January to 31st December. If your employment starts or finishes part way through the holiday year, your holiday entitlement during that year shall be calculated on a pro-rata basis rounded up to the nearest half day.

 

Unless otherwise set out by your contract of employment, you are entitled to 28 days’ paid holiday in each holiday year, or the pro-rata equivalent if you work part-time. For avoidance of doubt, the number of entitled days holiday includes the usual public holidays in England and Wales.

 

Except as set out in this policy, holiday entitlement must be taken during the holiday year in which it accrues. Any holiday not taken by the end of the holiday year will be lost and you will not receive any payment in lieu.

 

Unused holiday can only be carried over to another holiday year under the following special circumstances:

• in cases involving long term sickness absence;

• in cases of maternity, paternity, adoption, parental or shared parental leave;

• in any other case where your line manager has given permission in writing limited to no more than one week and to be taken in the first three months of the next leave year; and

• if otherwise required by law.

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3. Taking holiday

 

All holiday must be approved in advance by your manager and a minimum of two weeks’ notice must be given. You must not make travel bookings until approval has been given.

 

You are required to take the majority of your holiday allowance during school shut down periods (half-terms, Easter, Christmas and summer holidays), when the business is operationally able to accommodate staff absences.

 

You may only take up to a maximum of 5 days holiday during term time (excluding public holidays). Restrictions may be relaxed in exceptional circumstances with prior written consent from the Company Director .

 

We have the right to decline holiday requests for business reasons and needs.

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4. Sickness during periods of holiday  

 

If you are sick or injured during a holiday period and would have been incapable of work, you may choose to treat the period of incapacity as sick leave and reclaim the affected days of holiday. This must be accompanied by a sick note from your GP.

 

Staff already on sick leave before a pre-arranged period of holiday may choose to cancel any days of holiday that coincide with the period of incapacity and treat them as sick leave.

 

Dishonest claims or other abuse of this policy will be treated as misconduct under our disciplinary procedure.

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5. Long-term sickness absence and holiday entitlement 

 

Holiday entitlement continues to accrue during periods of sick leave.

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If you are on a period of sick leave which spans two holiday years, or if you return to work after sick leave so close to the end of the holiday year that you cannot reasonably take your remaining holiday, you may carry over unused holiday to the following leave year.

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Any holiday that is carried over under this rule must be taken with 18 months or will be lost.

 

Alternatively, instead of sick pay (SSP) you can choose to take your paid holiday during your sick leave, in which case you will be paid at your normal rate.

 

6. Family leave and holiday entitlement  

 

Holiday entitlement continues to accrue during periods of maternity, paternity, adoption, parental or shared parental leave (referred to collectively in this policy as family leave).

 

If you are planning a period of family leave that is likely to last beyond the end of the holiday year, you should discuss your holiday plans with your manager in good time before starting your family leave. Any holiday entitlement for the year that is not taken before starting your family leave can be carried over to the next holiday year.

  

Any holiday carried over should be taken immediately before returning to work or as soon as possible after returning to work.

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7. Arrangement of termination 

 

On termination of employment you may be required to use any remaining holiday entitlement during your notice period. Alternatively, you will be paid in lieu of any accrued but untaken holiday entitlement for the current holiday year to date, plus any holiday that has been carried over from previous years under the permitted special circumstances outlined in this policy or as required by law. You are entitled to be paid at a rate of 1/260th of your full-time equivalent basic salary for each day of untaken entitlement.