Policy 2.1 Holiday Entitlement*

2.1 Holiday Entitlement* 

The holiday year runs from 01 January to 31 December. All full time staff receive 26 days  holiday per year. Part time staff including those who do not work all year round will  receive holiday entitlement pro rata to that for full time staff. Staff who work irregular  shift patterns may have their holiday entitlement expressed in hours rather than days.  For full time staff it is expected that at least two weeks of holiday will be taken  consecutively each year and that at least two weeks of holiday will be taken out of term  time. Depending on which service you work in there may be additional rules regarding  when you should take holiday and you are advised to check this with your Line Manager.  You should never book a holiday before checking with your Line Manager first that you  can take leave on the dates required. Holiday requests are submitted to your line manager  on iTrent and should be submitted at least ten working days prior to your holiday. Where  a number of staff all require holiday at the same time this will operate on a first come  first served basis.  

In addition to this the Union is closed for the eight statutory public holidays which are:  

New Year's Day, Good Friday, Easter Monday, May Day, Spring Bank Holiday, August Bank  Holiday, Christmas Day and Boxing Day. 

LUU maintains the right to decide if additional public holidays will be granted to staff in line with any additional public holidays announced by the UK government. LUU will outline work requirements, payment and leave arrangements for staff for any such bank holidays as is seen most appropriate at the time of the announcement. 

There will be other days when the Union is officially closed; these will be published at the  start of each year. If these exceed 6.5 days then this will be counted against the annual leave entitlement. Staff who do not work full time or all year round will be entitled to a  pro rata entitlement to both public holidays and closed days. For full time employees who  start part way through the year holiday entitlement for that year will be determined on a  pro rata basis.  

Where a member of staff wishes to, and their role allows them to, they are able to request to swap an amount of their statutory bank holiday or closed day entitlement for other days of cultural or religious significance during the year. 

In order to do this, the member of staff will need agreement from their manager and be able to carry out their role on the original day that is being traded.

If a person is a shift worker and can only work when the building is open then it may be possible to accommodate the request by them working more shifts in the week when a bank holiday or closed day occurs. 

The request may be turned down if a person is unable to carry out their role remotely or at an alternative time or if the request cannot be accommodated due to business reasons.

Requests for swaps of bank holiday or closed days need to be made with the same amount of notice as regular holidays (at least 10 working days prior to the holiday). 

For full time employees who leave part way through the year holiday entitlement for that  year will be determined on a pro rata basis.  

Staff who leave the employment of the Union who have not taken all their holiday  entitlement will either be required to use up their leave before they leave the service of  LUU or will receive any outstanding holiday pay as part of their final payment. In certain  circumstances you may be required to take all your leave before you end your  employment. Similarly employees who have taken more than their entitlement on leaving  will have that sum deducted from their final pay.  

A maximum of five days' holiday may be carried forward from one year to the next by  agreement with your line manager. Staff who are on sick leave will continue to accrue holiday entitlement for the duration of their sick leave regardless of whether this full pay,  half pay or Statutory Sick Pay. At the end of the holiday year, if the member of staff on  sick leave has not requested to take a paid holiday whilst they are off sick or carry their  leave over into the next holiday year, their holiday entitlement for that year will be lost.  Holidays for staff who are not full time are worked out on a pro rata basis. Individual  cases will vary so please check with the People Team to determine your holiday  entitlement. The pro rata entitlement takes into account all bank holidays and closed  days.