16.0
Holidays
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).
Holiday entitlement
Racing 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 racing staff have holiday entitlement which exceeds the period of notice, they will be paid for the balance of their entitlement.
On termination of employment, racing 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.
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.
To calculate holiday for an employee leaving part way through a holiday year, there are three steps:
- Calculate the full annual leave entitlement
- Work out the proportion of the leave year in employment
- Pro-rate based on the proportion of the year in employment
Example – 30 days holiday per annum
Holiday year 1st January to 31st December.
Employee started work 1st March and is leaving on 25th August.
- Employee in first year of employment entitled to 30 days holiday
- Proportion of leave year in employment – between 1st March and 25th August there are 178 days:
178 days employed out of 365 days in leave year
178/365 x 100 = 48.767% of leave year
Employee is employed for 48.767 of the leave year - Pro-rate leave based on proportion of leave year: 30 days holiday / 100 x 48.767 = 14.63 days holiday
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.