9/ Holidays

Holidays are contractual and your holiday entitlement is outlined in your Statement.

HOLIDAY PERIOD

The holiday year runs from 1st January to 31st December.

You are also entitled to the following Bank/public holidays. If you work part time these will be pro-rata:

• New Year's Day

• Good Friday

• Easter Monday

• May Day Bank Holiday Monday

• Spring Bank Holiday Monday

• Late Summer Bank Holiday Monday

• Christmas Day

• Boxing Day

Any additional Bank Holidays are at the discretion of Reprotec UK.  

PUBLIC HOLIDAYS AND THE TRIGGER POINT

Given the nature of the business, there is no automatic right to time off for operatives over a public holiday.  A request for holiday during a public holiday, must be made in line with the holiday request procedure. Please refer to Section 40 'Trigger Point System' for further information.

New starters will accrue annual holidays on the basis of 1/12th of the annual entitlement for each month of service in the holiday year.

BOOKING HOLIDAYS

This procedure makes up part of your contractual terms and conditions.

All annual holidays must have prior approval and authorisation. 

Reprotec UK will respond as soon as possible to your request for holiday.  No responsibility will be accepted for monies lost as a consequence of your failure to follow this procedure.

Requests for holidays should be submitted via our Xero Finance System. 

You must provide at least 1 months’ notice for holidays that are 1 week or more in duration.

You are not permitted to take holidays during Reprotec UK’s peak periods which include Christmas shutdown, summer shutdown and the Easter period. 

Where too many employees require the same holiday period, which if granted would impair the efficiency of the business, holidays will be granted on the basis of first request, first granted.

It is our policy to encourage you to take all of your holiday entitlement in the current holiday year.

We do not permit holidays to be carried forward and no payment in lieu will be made in respect of untaken holidays other than in the event of termination of your employment.

Should you fall sick prior to or during pre-booked annual holidays there is no entitlement to take those holidays on another occasion unless the Sickness Notification Procedure has been followed and a Statement of Fitness for Work or a medical certificate is provided.

ENTITLEMENT

Holiday entitlement will continue to accrue during periods of maternity / adoption / paternity / shared parental / parental leave.

Holiday entitlement continues to accrue whilst you are absent due to sickness. Any holiday carried forward into the following year due to sickness absence, will accrue at the statutory rate only. 

During your notice period Reprotec UK reserves the right to decide on the dates on which some or all of your outstanding holiday entitlement may be taken.

The content of these clauses does not affect your statutory holiday entitlement under the Working Time Regulations 1998 (as amended).