Annual Leave and Holiday Pay Policy - July 2026
In this section
- 6. Holiday Pay on Termination of Employment
- 7. Sickness and Holiday
- 8. Holiday Entitlement and Long-Term Sick Leave
- 9. Use of Annual Leave for Phased Returns to Work after Long Term Sickness Absence
- 10. Ensuring Equality of Treatment
6. Holiday Pay on Termination of Employment
If the employee leaves the Council’s employment part way through a holiday year, they will be entitled to be paid for any accrued annual leave for that holiday year that has not been taken by the date of termination.
If, on the employee's date of termination, they have taken paid holiday leave in excess of earned entitlement, they will be required to reimburse the Council (by means of deduction from salary if necessary) in respect of such holiday.
No payment in lieu of accrued contractual holiday will be made to the employee (and where appropriate a deduction will be made from salary) in the event of their termination for gross misconduct or in the event of the employee giving inadequate notice of termination or leaving before the contractual notice period has expired. Contractual holiday for these purposes means all and any leave entitlement provided for in the employee's contract that is over and above the minimum statutory leave period provided for in the Working Time Regulations 1998 (i.e. 5.6 weeks or a maximum of 28 days).