Holiday marked on calender

The College provides generous annual leave benefits. You are entitled to paid annual leave and are encouraged to take it to ensure a good work-life balance.

Annual leave

Annual leave guidance

The College provides generous annual leave benefits. Staff are entitled to paid annual leave and are encouraged to take it to ensure a good work-life balance.

Annual Leave Entitlements

Annual leave entitlements are set out within the appendices to the core terms & conditions.

Details of the holiday and mandatory leave entitlements which relate to your specific terms and conditions can be found in the Holiday and mandatory leave entitlements by terms and conditions document.

Annual Leave Year

The College leave year runs from 1 February to 31 January. Leave must normally be taken within the leave year. With the agreement of the Head of Department/Division, staff may be permitted to carry up to 5 days’ leave (pro rata for part-time staff) forward into the next leave year. This rule also applies when staff have been absent during the leave year. No payment will be made in lieu of leave not taken except, possibly, when staff leave College employment.

Holiday Leave

The Holiday Leave entitlement for staff who are employed on standard terms & conditions linked to a Job Family is 25 days (pro rata for part-time staff) and may be taken at any time in the year subject to prior agreement by line managers.

New starters - eligibility for paid leave
The right to paid holiday leave begins on the first day of employment but during the first year of employment staff are only entitled to take paid leave which has been accrued. Entitlement will be accrued at the rate of one-twelfth of the annual entitlement each month, rounded up to the nearest half-day or whole day.  Worked examples can be viewed from this page (see Worked examples accordion item). 

Part-time staff
Part-time staff are entitled to the same rights as full time staff on a pro rata basis. In order to ensure a consistent and fair approach to Holiday Leave, part-time staff will be given a pro-rata holiday leave entitlement of the full time equivalent based on the total number of hours that they work per week. The entitlement will be quoted in either days or hours dependent upon the member of staff’s working pattern. Part-time staff will be expected to deduct the appropriate number of days or hours from their entitlement for each holiday leave day taken (link to Holiday & Mandatory Leave Calculator 2008-2009 and Worked Examples) in the same way that full time staff do.

Accrual during periods of absence

(1) Maternity Leave
Please refer to the Accrual of Annual Leave during Maternity Leave document for further details.

(2) Sickness Absence
Staff will accrue holiday leave entitlement as normal during any periods of sick leave.

Short term sickness absence -  Members of staff who are on annual leave, but who become ill during this period, can be regarded as being on sick leave. If the member of staff wishes to reclaim the annual leave for the sickness period, then s/he must report in sick on the first day of illness and provide a medical certificate, signed by a GP at the beginning of the sickness absence, to cover the absence from the first day of sickness, (i.e. if a staff member takes one week's annual leave and is sick for one day of that week then a medical certificate must be provided). In these instances the balance of the holiday may be taken at a later date in accordance with normal leave authorisation arrangements. A maximum of 5 days' annual leave may be carried forward into the next leave year, in accordance with the College's Annual Leave Policy. No payment will be made in lieu of leave not taken except, possibly, when staff leave College employment.

In instances when a member of staff falls sick while on annual leave overseas and wishes to reclaim the annual leave for the sickness period, if the GP consulted provides a note as evidence of illness (as opposed to an authenticated medical certificate), this must be submitted on the GP's official headed notepaper or have an official stamp. In rare instances when neither of the aforementioned are available, the College will accept its own ‘GP's statement for A L reclaim [pdf]' form which can be downloaded from the College website and must be completed by the GP as set out on the form. It is the member of staff's responsibility to ensure that the above is complied with.

Long term sickness absence - Staff on long term sick leave may request paid statutory annual leave in line with normal departmental procedures. Where a member of staff on long term sick leave is unable to use their leave entitlement due to continued sickness, they will be permitted to carry forward unused statutory holiday (20 days per annum, pro rata for part time staff) into the next leave year, and must use this within 15 months of the start of the leave year into which it has been carried forward, subject to normal line management approval.  No combination of paid statutory annual leave and sick pay will exceed a normal day’s pay.

Leavers

When staff leave employment, their holiday leave entitlement will be calculated on a pro- rata basis at the rate of one-twelfth of the annual entitlement each month.

Line managers should confirm the amount of any outstanding leave to the member of staff; this is calculated by deducting the number of days already taken (based on the member of staff’s Annual Leave Record Form) from their pro rata holiday entitlement.

Staff should take any outstanding leave during their notice period. Exceptionally, where operational circumstances prevent leave from being taken, staff will receive pay in lieu; payment will be subject to PAYE and NI deductions.

If staff have exceeded their entitlement, the College will deduct an equivalent number of days’ pay from any pay due on the termination of employment, or will otherwise seek to recover the money owed after employment has ended.

Line managers will be asked to con firm the amount of any outstanding leave to be paid or the amount of leave to be recovered for their member of staff on termination by completing a Leaver's form.

Mandatory Leave

Mandatory Leave Dates 

The Mandatory Leave entitlement for staff who are employed on standard terms & conditions linked to a Job Family is 14/15 days. This consists of the 8 statutory public holidays which are observed by the College plus 6/7 College Closure days (this varies dependant on the day Christmas falls since the College does not re-open between Christmas and 2 January). The College closes on all Mandatory Leave days.


New starters – eligibility for paid leave

Mandatory Leave cannot be accrued. Staff who start employment during the leave year will be entitled to those Mandatory Leave days (pro rata for part-time staff) that occur during the proportion of the leave year for which they are employed. This is because the College closes on Mandatory Leave days and staff are not normally expected to attend work.


Part-time staff

Part-time staff are entitled to the same rights as full time staff on a pro rata basis. In order to ensure a consistent and fair approach to M andatory Leave, part-time staff will be given a pro-rata mandatory leave entitlement of the full time equivalent based on the total n umber of hours that they work per week. The entitlement will be quoted in either days or hours dependent upon the member of staff’s working pattern. Part-time staff will be expected t o deduct the appropriate number of days or hours from their entitlement for each mandatory leave day which f alls on a day they would normally be required to work n the same way that full time staff do.  Our worked examples provide further guidance.

Part-time staff whose pro-rata Mandatory Leave entitlement exceeds the number of Mandatory days they need to take may add the balance to their Holiday Leave entitlement. Conversely, part-time staff whose normal working day falls on a Mandatory day and who have an insufficient pro-rata Mandatory Leave entitlement to cover these days will be required to take the balance from their Holiday Leave entitlement.


Staff required to work on a Mandatory Leave day

Most staff will not be required to attend work on statutory public holidays or College Closure days. Where staff are required to work on these days then they may add the equivalent time to their holiday leave entitlement.


Accrual during periods of absence

(1) Maternity Leave
Please refer to the Accrual of Annual Leave during Maternity Leave document for further details.

(2) Sickness Absence
As Mandatory Leave cannot be accrued, staff will not be entitled to mandatory leave during any periods of sick leave.


Leavers

As Mandatory Leave cannot be accrued, staff who leave employment during the leave year will be entitled to those Mandatory Leave days (pro rata for part-time staff) that occur during the proportion of the leave year for which they are employed.

No payment will be made in respect of Mandatory Leave upon termination of employment.

Authorisation

It is essential for staff to obtain the prior approval of their immediate manager before booking or taking leave. Departments/divisions may notify staff in advance of periods when leave may or may not be taken in accordance with local operational requirements. Every effort will be made to accommodate personal circumstances and for agreement to be given to leave requests, although approval will be withheld where it seriously affects operational requirements.

Annual Leave Record Forms are available. It is recommended that staff and managers use this form to record leave requests and approvals.

Staff are encouraged to make requests for leave as far in advance as possible in order to facilitate the effective planning of leave arrangements. Managers are also responsible for ensuring that staff take leave throughout the leave year in order that they do not find themselves unable to take leave during the last few weeks of the leave year.

Time off for religious festivals

The College will support requests for time off during religious festivals, which are not covered by statutory public holidays or College closure days, wherever possible. Members of staff must use their holiday leave entitlement for this purpose. Leave will be granted in accordance with the normal holiday leave authorisation process. Staff are advised to make their request for leave as soon as the dates are known in order to facilitate the effective planning of leave arrangements.

Failure to return from leave

When staff fail to return from leave on the date agreed they may be in breach of their contract of employment. Staff who are unable to return on the agreed date must contact their immediate manager as soon as they become aware of any difficulty and must be prepared to provide documentary evidence to support their continued absence from work.

If you require any assistance with the above, please make contact with your HR representative.

Accrual of annual leave during maternity leave

Calculating holiday entitlements for starters, leavers and part time staff

 

As the majority of staff are employed on standard terms & conditions linked to a Job Family, the following calculations are made on the basis of the standard full-time Holiday Leave entitlement of 25 days and Mandatory Leave entitlement of 14/15 days (dependant on the day Christmas falls). Staff on other terms & conditions (details of which can be found in the Holiday and mandatory leave entitlements by terms and conditions document) should substitute the appropriate number of Holiday Leave or Mandatory Leave days into the relevant formula.

FULL TIME STAFF


Full Time Holiday Leave – New Starter

For a new member of staff starting employment during the leave year (1 February – 31 January), their holiday leave entitlement would be calculated as follows:

No. of days holiday entitlement p.a./12 months x No. of months worked in current year

For example, the holiday leave entitlement for a new member of staff commencing employment on 1 May would be calculated as follows:

25 days/12 months x 9 months = 18.75 days = 19 days (rounded up to nearest half day)



Full Time Holiday Leave – Leaver
For a member of staff leaving employment during the leave year (1 February – 31 January), their holiday leave entitlement would be calculated as follows:

No. of days holiday entitlement p.a./12 months x No. of months worked in current year

For example, the holiday leave entitlement for a member of staff leaving employment on 1 May would be calculated as follows:

25 days/12 months x 3 months = 6.25 days



Part time staff

How to calculate part-time pro rata holiday Leave

The following calculations are made on the basis of a standard full-time Holiday Leave entitlement of 25 days/5 weeks.

  • Where staff work an equal number of hours each day, their holiday leave should be calculated on the basis of the number of days worked each week as follows: 

(No. of part-time days per week/No. of full time days per week) x Full time leave allowance in days = No. of days part-time leave allowance p.a.

For example, the holiday leave entitlement for a member of staff who works 6 hours each day for 3 days per week would be calculated as follows:

(3 days/5 days per week) x 25 days = 15 days part-time leave allowance p.a. (with each day being taken as 6 hours).

  • Where a member of staff works a varying number of hours each day, but the same number of hours each week, their holiday leave should be calculated in hours as follows:

No. of part-time hours per week x Full time leave allowance in weeks = No. of hours part-time leave allowance p.a.

For example, the holiday leave entitlement for a member of staff who works 21 hours per week would be calculated as follows:

21 hours x 5 weeks = 105 hours’ part-time leave allowance p.a.

  • Another scenario is in the case of a member of staff who works half-time in the pattern of 2 full-days and one half-day per week.  In this instance, they would receive 50% of the full time holiday leave entitlement (i.e. 12.5 days) and their holiday leave entitlement would be reduced according to which day they took as leave, e.g. a full-day or half-day of their normal working pattern.

  • Where a member of staff works term time/vacation time only, their holiday leave should be calculated in days/hours as follows:

No. of days/hours leave allowance p.a. x (No. of weeks worked p.a./52 weeks) = Term time/Vacation time leave allowance in days/hours p.a.

For example, the holiday entitlement for a member of staff who works 21 hours per week on a term time only basis would be calculated as follows:

15 days/105 hours x (31/52 weeks) = 8.9 days/62.6 hours p.a. = 9 days/63 hours p.a. (rounded up to the nearest half day/hour)



Part time holiday leave – new starter

For a new member of staff starting employment during the leave year (1 February – 31 January), their holiday leave entitlement would be calculated as follows:

No. of days/hours holiday entitlement p.a./12 months x No. of months worked in current year
For example, the holiday leave entitlement for a new member of staff commencing employment on 1 May and who works 6 hours each day for 3 days per week would be calculated as follows:

15 days/12 months x 9 months = 11.25 days = 11.5 days (rounded up to nearest half day & with each day being taken as 6 hours)

For example, the holiday entitlement for a member of staff commencing employment on 1 May who works 21 hours per week and whose hours vary each day would be calculated as follows:

105 hours/12 months x 9 months = 78.75 hours = 79 hours (rounded up to nearest half hour)


 
Part time holiday leave – leaver

For a member of staff leaving employment during the leave year (1 February – 31 January), their holiday leave entitlement would be calculated as follows:

No. of days/hours holiday entitlement p.a./12 months x No. of months worked in current year

For example, the holiday leave entitlement for a member of staff leaving employment on 1 May and who works 6 hours each day for 3 days per week would be calculated as follows:

15 days/12 months x 3 months = 3.75 days (with each day being taken as 6 hours)

For example, the holiday entitlement for a member of staff leaving employment on 1 May who works 21 hours per week and whose hours vary each day would be calculated as follows:

105 hours/12 months x 3 months = 26.25 hours

Calculating mandatory leave entitlements for starters, leavers and part time staff

As the majority of staff are employed on standard terms & conditions linked to a Job Family, the following calculations are made on the basis of the standard full-time Holiday Leave entitlement of 25 days and Mandatory Leave entitlement of 14/15 days (dependant on the day Christmas falls). Staff on other terms & conditions (details of which can be found in the Holiday and mandatory leave entitlements by terms and conditions document) should substitute the appropriate number of Holiday Leave or Mandatory Leave days into the relevant formula.

 

Full time staff


Full Time Mandatory Leave – New Starter

As Mandatory Leave cannot be accrued, staff who start employment during the leave year will be entitled to those Mandatory Leave days that occur during the proportion of the leave year for which they are employed.

For example, the mandatory leave entitlement for a new member of staff commencing employment on 1 May would be 11 days for the leave year set out on the example (table 1) Mandatory leave tables [pdf].

Full Time Mandatory Leave – Leaver

As Mandatory Leave cannot be accrued, staff who leave employment during the leave year will be entitled to those Mandatory Leave days (pro rata for part-time staff) that occur during the proportion of the leave year for which they are employed.

For example, the mandatory leave entitlement for a member of staff leaving employment on 1 May would be 4 days for the leave year set out on the example (table 2) Mandatory leave tables [pdf] .

 

How to calculate part-time pro rata Mandatory Leave

Entitlement to Mandatory Leave (i.e. College Closure days & statutory public holidays) should be calculated in a similar way to that for Holiday Leave.

The following calculations are made on the basis of a standard full-time Mandatory Leave entitlement of 14/15 days dependant upon the day Christmas falls.

A. Calculations in years where there are 14 days’ Mandatory Leave
  • Where staff work an equal number of hours each day, their mandatory leave entitlement should be calculated on the basis of the number of days worked each week as follows:

(No. of part-time days per week/No. of full time days per week) x Full time leave allowance in days = No. of days part-time leave allowance p.a.

For example, the mandatory leave entitlement for a member of staff who works 6 hours each day for 3 days per week would be calculated as follows:

(3 days/5 days per week) x 14 days = 8.4 days = 8.5 days’ part-time leave allowance p.a. (rounded up to the nearest half day & with each day being taken as 6 hours).


  • Where a member of staff works a varying number of hours each day, their mandatory leave entitlement should be worked out in hours as follows: 

No. of part-time hours per week x Full time leave allowance in weeks = No. of hours part-time leave allowance p.a.

For example, the holiday entitlement for a member of staff who works 21 hours per week would be calculated as follows:

21 hours x 2.8 weeks = 58.8 hours = 59 hours’ part-time leave allowance p.a. (rounded up to the nearest half hour)


  • Another scenario is in the case of a member of staff who works half-time in the pattern of 2 full-days and one half-day.  In this instance, they would receive 50% of th e full time mandatory leave entitlement (i.e. 7 days) and their allocation reduced according to which day of their normal working week they took off, e.g. a full-day or a half-day.

  • Where a member of staff works term time/vacation time only, their mandatory leave should be calculated in days/hours as follows:

No. of days/hours leave allowance p.a. x (No. of weeks worked p.a./52 weeks) = Term time/Vacation time leave allowance in days/hours p.a.

For example, the mandatory leave entitlement for a member of staff who works 21 hours per week on a term time only basis would be calculated as follows:

8.5 days/59 hours x (31/52 weeks ) = 5.07 days/35.17 hours p.a. = 5.5 days/35.5 hours p.a. (rounded up to the nearest half day/hour)


B. Calculations in years where there are 15 days’ Mandatory Leave
  • Where staff work an equal number of hours each day, their mandatory leave entitlement should be calculated on the basis of the number of days worked each week as follows:

(No. of part-time days per week/No. of full time days per week) x Full time leave allowance in days = No. of days part-time leave allowance p.a.

For example, the mandatory leave entitlement for a member of staff who works 6 hours each day for 3 days per week would be calculated as follows:

(3 days/5 days per week) x 15 days = 9 days’ part-time leave allowance p.a. (with each day being taken as 6 hours).


  • Where a member of staff works a varying number of hours each day, their mandatory leave entitlement should be worked out in hours as follows: 

No. of part-time hours per week x Full time leave allowance in weeks = No. of hours part-time leave allowance p.a.

For example, the holiday entitlement for a member of staff who works 21 hours per week would be calculated as follows:

21 hours x 3 weeks = 63 hours’ part-time leave allowance p.a.


  • Another scenario is in the case of a member of staff who works half-time in the pattern of 2 full-days and one half-day.  In this instance, they would receive 50% of the full time mandatory leave entitlement (i.e. 7.5 days) and their allocation reduced according to which day of their normal working week they took off, e.g. a full-day or a half-day.

  •  Where a member of staff works term time/vacation time only, their mandatory leave should be calculated in days/hours as follows:

No. of days/hours leave allowance p.a. x (No. of weeks worked p.a./52 weeks) = Term time/Vacation time leave allowance in days/hours p.a.

For example, the mandatory leave entitlement for a member of staff who works 21 hours per week on a term time only basis would be calculated as follows:

9 days/63 hours x (31/52 weeks) = 5.37 days/37.56 hours p.a. = 5.5 days/38 hours p.a. (rounded up to the nearest half day/hour)

N.B. Where a part-time member of staff has to take a Mandatory Leave day off (because it falls on one of their working days) and their entitlement does not allow for this, the balance should be taken from their Holiday Leave.  Also, where a part-time member of staff cannot take all of their Mandatory Leave (because not enough Mandatory Leave days fall on their working days) the balance should be added to their Holiday Leave entitlement.



Part Time Mandatory Leave – New Starter

As Mandatory Leave cannot be accrued, staff who start employment during the leave year will be entitled to those Mandatory Leave days (pro rata for part-time staff) that occur during the proportion of the leave year for which they are employed.

For a new member of part-time staff starting employment during the leave year (1 February – 31 January), their mandatory leave entitlement would be calculated by pro rating the relevant number of mandatory leave days that a full time member of staff would receive during that proportion of the leave year.

The examples below are based on the mandatory leave entitlement for a new full time member of staff commencing employment on 1 May i.e. 11 days for the leave year 2008/2009.

  • Where staff work an equal number of hours each day, their mandatory leave entitlement should be calculated on the basis of the number of days worked each week as follows:

(No. of part-time days per week/No. of full time days per week) x Full time leave allowance in days = No. of days part-time leave allowance p.a.

For example, the mandatory leave entitlement for a member of staff commencing employment on 1 May and who works 6 hours each day for 3 days per week would be calculated as follows:

(3 days/5 days per week) x 11 days = 6.6 days = 7 days’ part-time leave allowance p.a. (rounded up to nearest half day & with each day being taken as 6 hours).

 

  • Where a member of staff works a varying number of hours each day, their mandatory leave entitlement should be worked out in hours as follows: 

No. of part-time hours per week x Full time leave allowance in weeks = No. of hours part-time leave allowance p.a.

For example, the holiday entitlement for a member of staff commencing employment on 1 May and who works 21 hours per week would be calculated as follows:

21 hours x 2.2  weeks = 46.2 hours = 46.5 hours’ part-time leave allowance p.a. (rounded up to nearest half hour).


 
Part Time Mandatory Leave – Leaver

As Mandatory Leave cannot be accrued, sta ff who leave employment during the leave year will be entitled to those Mandatory Leave days (pro rata for part-time staff) that occur during the proportion of the leave year for which they are employed.

For a member of part-time staff leaving employment during the leave year (1 February – 31 January), their mandatory leave entitlement would be calculated by pro rating the relevant number of mandatory leave days that a full time member of staff would receive during that proportion of the leave year.

The examples below are based on the mandatory leave entitlement for a full tim e member of staff leaving employment on 1 May i.e. 4 days for the leave year 2008/2009.

  • Where staff work an equal number of hours each day, their mandatory leave entitlement should be calculated on the basis of the number of days worked each week as follows:

(No. of part-time days per week/No. of full time days per week) x Full time leave allowance in days = No. of days part-time leave allowance p.a.

For example, the mandatory leave entitlement for a member of staff commencing employment on 1 May and who works 6 hours each day for 3 days per week would be calculated as follows:

(3 days/5 days per week) x 4 days = 2.4 days = 2.5 days’ part-time leave allowance p.a. (with each day being taken as 6 hours).

  • Where a member of staff works a varying number of hours each day, their Mandatory Leave entitlement should be worked out in hours as follows: 

No. of part-time hours per week x Full time leave allowance in weeks = No. of hours part-time leave allowance p.a.

For example, the holiday entitlement for a member of staff commencing employment on 1 May and who works 21 hours per week would be calculated as follows:

21 hours x 0.8 weeks = 16.8 hours = 17 hours’ part-time leave allowance p.a.

Calculating Annual Leave for periods of extended unpaid leave, Leave of Absence or Sabbaticals

Where a period of unpaid leave, Leave of Absence or Sabbatical for Academic or Personal Refreshment extends beyond one month and contractual annual leave will not accrue the following calculation should be used for determining the paid statutory entitlement during the leave period:

For the unpaid leave period, paid statutory leave at the rate of 28 days per annum (pro rata for part-time staff) inclusive of 8 days for public holidays will accrue. 

The example set out below shows how leave should be calculated across a leave year when a period of absence is taken from 1 May to 30 November:

  • Period prior to leave - 1 February to 30 April = 3 Months
    • 25 days holiday x 3/12 = 6.25 days holiday
    • 14 (or 15) mandatory days x 3/12 = 3.5 mandatory days
    • Total contractual annual leave = 6.25 + 3.5 = 9.75 days
  • Leave period 1 May to 30 November = 7 months
    • 20 days holiday x 7/12 months = 11.67 days holiday
    • 8 public holiday days x 7/12 months = 4.67 days public holiday days
    • Total statutory annual leave = 11.67 + 4.67 = 16.34 days
  • Period following leave 1 December to 31 January = 2 months
    • 25 days holiday x 2/12 = 4.16 days holiday
    • 14 (or 15) mandatory days x 2/12 = 2.34 mandatory days
    • Total contractual annual leave = 4.16 + 2.34 = 6.5 days
  • Annual leave total for year 9.75 + 16.34 + 6.5 = 32.59 33 days rounded up to nearest half day.

Staff may add any public holidays that fall during their unpaid leave period to their holiday leave and take as normal. Please note however that staff whose pro-rata Mandatory Leave entitlement exceeds the number of Mandatory days they need to take prior to/following their unpaid leave period may add the balance to their Holiday Leave entitlement. Conversely, staff who have an insufficient pro-rata Mandatory Leave entitlement to cover these days will be required to take the balance from their Holiday Leave entitlement.

As the majority of staff are employed on standard terms & conditions linked to a Job Family, the following calculations are made on the basis of the standard full-time Holiday Leave entitlement of 25 days and Mandatory Leave entitlement of 14/15 days (dependant on the day Christmas falls). Staff on other terms & conditions (details of which can be found in the Holiday and mandatory leave entitlements by terms and conditions document) should substitute the appropriate number of Holiday Leave or Mandatory Leave days into the relevant formula for contractual leave.

Holiday and mandatory leave calculators

Additional holiday

Purchasing additional holiday

The College runs an additional holiday leave scheme which allows you to buy additional holiday.  By doing so you agree to an equivalent reduction in your salary, spread out evenly across the period for which the leave has been granted (i.e. twelve or six months).

This scheme is discretionary, therefore, before submitting an application for additional holiday leave, you should first confirm with your manager, that your department/division offers the scheme.  Applications will not be considered if your department/division does not offer the option of taking additional holiday leave.

There are two opportunities to apply for additional holiday as set out below:

Additional Holiday

Application for leave during the period:Maximum number of days which may be applied for:Leave request  form must be submitted to your line manager by:Payroll must receive leave request form from the department (see notes given on application form) by:
1 February to 31 January  10 days  18 January*  31 January
1 August to 31 January  5 days  18 July*  31 July

*Ideally request forms should not be submitted any earlier than two months before this date.

You cannot apply at any other time, and if you miss the deadlines for submitting your request form, you will need to wait another six months before your application can be considered. 

Approval of an application for additional holiday will be at the discretion of your manager, based on the operational needs of the department/division.

It should be noted that you cannot make more than one request for additional holiday leave in any given leave year.

Members of staff wishing to apply for additional holiday leave must first read the Notification of variation to terms and conditions of service and the related Additional holiday FAQs [pdf], which also indicate the approximate cost of purchasing additional holiday leave days.  Following the aforementioned steps, staff wishing to proceed should complete an Additional holiday application form.

Mandatory leave

College closure dates