Holidays and leave

Bereavement leave

On the death of a partner or close family member staff can be given up to 5 working days leave.

The purpose of bereavement leave is to ensure that stable staff who suffer bereavement in their family are able to attend the funeral and deal with family and legal matters without the additional hardship of losing money.

Stable staff shall be granted up to a maximum of five working days absence payable at the relevant consolidated wage in the event of the death of a spouse, civil partner, child, brother, sister or parent or other relation for whom they provide care at the discretion of the employer.

In the event that five days is insufficient, or that a serious family event has occurred which has not resulted in bereavement, the employer may at their discretion negotiate a period of unpaid leave to enable the outstanding personal matter to be dealt with.

Compensatory time off

Staff do not have to work until 9:30am if returning from racing after midnight. Staff who agree to start before 9:30am should be paid time and one half.

Returning after midnight

Stable staff returning from racing after midnight shall not be required to start work until 9.30 am; if staff are asked to start before 9.30 am, it is agreed that they will be paid at the rate of time and one half for each hour worked before that time. Where an employee returning from racing after midnight elects not to start work before 9.30, paid time will begin from when the employee begins to work not the normal start time and any adjustment to pay for unworked time before 9.30 must be made at the employee’s normal hourly rate, not the £6.95 per hour / £7.20 per hour rate (£7.60 from 1st April 2017) for time worked away from the yard or at time and a half.

Designated Saturday evening fixture

Off rota staff who go racing on a Saturday evening can have a paid weekday evening off.

Off rota stable staff, who go racing to a Saturday evening fixture are entitled to receive a paid weekday evening off in lieu, the weekday evening to be mutually agreed between the parties.

Holiday entitlement

Holiday years are either 1st January to 31st December or 1st July to 30th June. Annual holiday allowance:
  • First year in employment = 30 days, including 8 public holidays
  • More than 12 months with employer = 32 days, including 8 public holidays
  • 5 years+ with employer = 34 days, including 8 public holidays.
For part-time staff holiday allowance is pro-rata, but increase for length of service is the same as above.

The holiday year will be either 1st January to 31st December or 1st July to 30th June. The trainer will determine which is the most appropriate for each yard. Each year will stand on its own and cannot be carried over (see clause 16.6).

Stable staff are entitled to:

  • First year of employment: 30 days holiday per annum inclusive of 8 public holidays
  • Once an employee has served a continuous period of twelve months with the current employer, then during the next holiday year the entitlement increases to: 32 days holiday per annum inclusive of 8 public holidays
  • Once an employee has served a continuous period of five years with the current employer, then during the next holiday year the entitlement increases to: 34 days holiday per annum inclusive of 8 public holidays

Part time workers

(16.1) Part-timers holiday entitlement will be the same as full time workers on a pro rata basis and paid at their usual rate (part-timers are defined as persons who work less than 40 hours per week).

Part time workers holiday entitlement increases in line with length of service as for full time workers.

Arrangements for taking holidays and holidays at termination

(16.2) Holidays will be taken at times to be mutually agreed and will have regard to what is practice in the local circumstances.

(16.3) Employees who have been given notice, or who have given notice, can be required to take their holiday entitlement during the period of notice and this will be effective even where the employer is unable to give the employee statutory notice of the requirement to take holiday. In the case where stable staff have holiday entitlement which exceeds the period of notice, they will be paid for the balance of their entitlement.

On termination of employment, stable staff should be paid for any holiday accrued in the

current holiday year to the date of termination and not taken. Any part of the annual holiday entitlement that has already been taken at the point of termination of service shall be deducted when calculating the holiday pay entitlement as referred to in 16.1.

Holiday accrual and calculations

(16.4) There is a holiday calculator on the NTF website which may be of assistance particularly for calculating the holiday of part time workers.

  • 30 days holiday: where the employee is entitled to 30 days holiday per annum this entitlement accrues at 2.5 days per completed month pro rata from the date of starting to the end of the holiday year and pro rata for part month worked. The daily rate of accrual is 0.082 so for a part month worked, the number of days in that month should be multiplied by 0.082 to calculate the holiday entitlement, i.e. employee leaving on 15th of the month, 0.082 x 15, 1.23 days holiday accrued for that part month.
  • 32 days holiday: where the employee is entitled to 32 days holiday per annum this entitlement accrues at 2.66 days per month pro rata from the date of starting to the end of the holiday year and prorata for part month worked. The daily rate of accrual is 0.087 so for a part month worked, the number of days in that month should be multiplied by 0.087 to calculate the holiday entitlement, i.e. employee leaving on 15th of the month, 0.087 x 15, 1.3 days holiday accrued for that part month.
  • 34 days holiday: where the employee is entitled to 34 days holiday per annum this entitlement accrues at 2.83 days per month pro rata from the date of starting to end of the holiday year and pro-rata for part month worked. The daily rate of accrual is 0.093 so for a part month worked, the number of days in that month should be multiplied by 0.093 to calculate the holiday entitlement, i.e. employee leaving on 15th of the month, 0.093 x 15 days, 1.39 days holiday accrued for that part month.

Annual holiday will be calculated on the consolidated wage.

Bank Holidays

(16.5) Bank and public holidays are included in the holiday entitlement set out at paragraph 16.

Where an employee works on a public holiday an alternative day will be taken to be mutually agreed or if an alternative day is not taken an additional day’s pay will be paid up to a maximum of 2 days (pro-rated for part timers and in respect of incomplete holiday years in the first year of employment).

Carry over – Sickness absence and maternity/adoption leave periods

(16.6) In certain circumstances where it is not possible for an employee to take their holiday entitlement during the current holiday year due to sickness absence, the entitlement to the holiday which can be carried over will be reviewed at the time in the light of the current legislation at the relevant time.

(16.7) Contractual and statutory annual leave will accrue during maternity/paternity and adoption leave periods and will carry over where it cannot be taken in the current holiday due to the employee being on maternity/paternity or adoption leave.

Travelling on off rota Sunday

Off rota staff travelling on Sunday to race on a weekday can receive a day off in lieu.

Stable staff who are off rota travelling on Sunday to race on a weekday shall be entitled to receive a day in lieu.

Racing on an off rota Sunday

Off rota staff who volunteer to go racing on a Sunday will receive a day off in lieu.

Stable staff who volunteer to go racing on an off-rota Sunday or are racing abroad on an off rota Sunday will receive an alternative day off with pay at the relevant rate. The arrangement of this day off will be at the discretion of the trainer in consultation with the stable staff so that the day is taken within a rolling reference period of twelve months.