The Annual Leave Policy applies to all employees of NHS Greater Glasgow and Clyde employed on Agenda for Change terms and conditions.
The aim of this policy is to provide a uniform and equitable approach to the calculation of annual leave and bank holiday entitlements which take into account the entitlements and arrangements defined under Agenda for Change.
The policy is to determine annual leave entitlement in hours not days for all staff regardless of whether the employee is full-time or part time. The benefit for all employees in calculating entitlement in hours is that this ensures equity for all by ensuring that staff who work variable hours/shifts do not receive either more or less leave than colleagues who work a standard pattern.
Starting/Leaving half way through the year
Entitlement to annual leave accrues from the date of commencement in post and entitlement in the first year is dependent on the number of days worked between the date of joining and before the end of the annual leave year. This can be calculated using the annual leave calculator.
All employees are entitled to public holidays from their start date that would fall on a normal working day, for example: employee starts on 12th December, they will be entitled to take all Christmas and New Year public holidays if they would normally have been a working day.
For the first year, an employee will be entitled to public holidays as and when they fall regardless of how much they are entitled to.
Therefore, to calculate an employee’s annual leave and public holiday entitlement for a part year, the annual leave calculator should be used for the annual leave component. For public holidays, this would be the public holidays remaining until the end of the annual leave year. For example, a full time employee working Monday to Friday commences employment on 1st September (no previous NHS experience) would be entitled to 118 hours annual leave. From 1st September there would be 5 public holidays remaining which would equate to 37.5 hours (5 x 7.5 hrs), therefore the employee would have 155.5 entitlements for the part year.
The above would be similar if an employee left employment through the annual leave year.
Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.