Stokers A5 Handbook Policies APR24

LEAVE POLICY

INTRODUCTION Stokers recognises that there may be times when employees require time off work. This policy aims to provide a clear framework for managers and employees in respect of time off work, so that leave is requested and managed in a fair and consistent way. POLICY This policy does not apply to agency workers, consultants or self-employed contractors. This is a policy document and therefore does not form part of any employee’s contract of employment. Stokers may amend this policy at any time. GENERAL PRINCIPLES In all circumstances, employees must give Stokers as much notice as possible of their intention to take any form of leave under this policy. Managers have a specific responsibility to ensure the fair application of this policy and all employees are responsible for supporting their colleagues and ensuring its success. Stokers’ holiday year runs from 1st May to 30th April each year. All employees are entitled to a certain amount of paid time off from work each year. This annual leave entitlement may include bank/public holidays or, if the employee is required to work on bank/public holidays, payment or time back in lieu of the bank/public holidays worked will be given (role dependant). Employees should consult their contract of employment for details of their annual leave entitlement. Part-time employees will have a pro-rated entitlement. If an employee starts or finishes working for the business part-way through a holiday year, their annual leave entitlement will be pro-rated against the period of the holiday year that has been worked. Written notice of intention to take annual leave through the HR system must always be given to the employee’s manager in good time before the requested leave is due to start. Ideally, one month’s notice should be given. Employees must not commit to any bookings before giving notice to Stokers and obtaining the relevant manager’s approval of the leave requested. No more than 2 consecutive weeks’ annual leave may be taken, except with the express written consent of Stokers and subject to operational requirements. PROCEDURE Annual Leave

All annual leave must be taken in the holiday year that it is accrued. Annual leave cannot be carried over into the next holiday year without the express written consent of the Directors. Time off for Dependants Stokers recognises and respects that there may be occasions when employees will need to take time off work to deal with emergencies or unexpected events involving dependants. For the purposes of this policy a dependant is: • The employee’s spouse, civil partner, parent or child; • A person who lives in the same household as the employee, but who is not their tenant, lodger, boarder or employee; or • Anyone else who reasonably relies on the employee to provide assistance, make arrangements or take action of the kind referred to above. Employees have a right to take a reasonable amount of unpaid time off work when it is necessary to: • Provide assistance when a dependant falls ill, gives birth, is injured or assaulted; • Make longer-term care arrangements for a dependant who is ill or injured; • Take action required in consequence of the death of a dependant; • Deal with the unexpected disruption, termination or breakdown of arrangements for the care of a dependant (such as a child-minder falling ill); and/or • Deal with an unexpected incident involving your child while a school or another educational establishment is responsible for them. The time off provided by this policy is limited to time off to take action which is necessary because of an immediate or unexpected crisis. It does not apply where an employee needs to take planned time off or provide longer-term care for a dependant. Reasonable time off in relation to a particular problem will not normally be more than one or two days. However, Stokers will always consider each set of circumstances on their facts.

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