The college holiday year runs from 1 September to the following 31 August.

Annual Leave entitlements for staff:

Annual Leave for all staff is calculated and taken in hours, based on your entitlement. In order to convert the number of days into hours, we use the number of hours in an average working day (37 hours divided by 5 days) which equates to 7.4 hours. The formula to be used is varied depending on whether you are full or part-time, and for how much of the holiday year the leave is being accrued.

You can work out your holiday entitlement yourself using the table below to find the formula which applies to you.

D = Contractual entitlement of days annual leave
BH = The number of bank holidays in the year
7.4 = average day
FTE = Proportion of Full Time Equivalent
52 = weeks per year
W = number of weeks worked in holiday year
ENT = your entitlement in hours

The final figure at the end of the calculation is then always rounded up to the half hour.

• Part time staff are given an allocation of bank holidays, pro rata'd in line with their FTE. This is added to your contractual entitlement.
  • If a member of staff is off work due to a bank holiday they must deduct those hours from their total annual leave entitlement.
• Full time staff are not given an allocation of bank holidays on top of their contractual entitlement, nor do they need to deduct any hours from their entitlement, when absent from work due to a bank holiday.

• Part time staff are given an allocation of bank holidays, pro rata'd in line with their FTE. This is added to your contractual entitlement.
  • If a member of staff is off work due to a bank holiday they must deduct those hours from their total annual leave entitlement.


• Full time staff are not given an allocation of bank holidays on top of their contractual entitlement, nor do they need to deduct any hours from their entitlement, when absent from work due to a bank holiday.

You can submit your annual leave requests via the eBis system, which you will find the form in the Absence Requests menu on the college intranet.

Your annual leave entitlement is shown at the top of the form and will update as your requests are approved by your manager. You will receive an email if your request has been approved or rejected. If your request has been rejected, the email will include a link which will take you back to the form so that you can amend your request.

If you are unfamiliar with using eBis, there are a number of resources available to help you complete any of the forms. You can find these 'how to' notes on the college intranet > Systems > Systems User Guides.

Any annual leave must be agreed by your line manager before it is taken and before any commitments are made. For example, you must not book a holiday before agreeing the dates with your manager.

For academic and managerial staff, it is a requirement that you submit your outline holiday schedule to your line manager by 31 October of each academic year. This is so that line managers can ensure that any leave does not conflict with the needs of the College.

For academic staff, holidays must be taken outside of term time and up to a maximum of 20 days per one block of leave.

For Academic Staff and Academic Managerial Staff - Within the Academic Staff Contract of Employment there is the requirement to take three days between Christmas and New Year. These three dates are in addition to your 44 days allocation.

For Support Staff and Managerial Staff - the Support/Managerial Contract of Employment includes an annual leave allocation to be taken between Christmas and New Year. The College in previous years, on a “without precedent basis”, has increased the support/non-academic and managerial staffs’ entitlement by one day over this period.

An email is sent out each year in advance to notify you of Christmas leave arrangements for that academic year and what annual leave is to be taken.

The college has a flexible benefits scheme which includes a large range of benefits you can choose from. When you begin at the college, you will receive a brochure and a 2 week window to choose your benefits. A window is also opened for all staff at the end of each academic year to have the option to choose benefits for the next academic year.

All employees are able to purchase up to three additional weeks of holiday directly from their gross pay. Before selecting this benefit, employees are required to check with their line manager whether the department can accommodate any request for additional holidays.

Extra holiday buy is operated via salary sacrifice (the amount of the leave taken is removed from your monthly salary).

Holiday entitlement for one holiday year cannot be taken in subsequent holiday years unless otherwise agreed by the Corporation. Failure to take holiday entitlement in the appropriate holiday year will lead to forfeiture of any accrued holiday not taken without any right to payment in lieu thereof.

Where a member of staff becomes ill whilst on annual leave and a doctor's medical certificate is produced from the date of the sick note the absence will be classed as sickness absence and the annual leave reimbursed. In such cases self-certification certificates will not be sufficient to reimburse annual leave.

Yes. If you are in a short or long term absence and are due to go into a half/no pay situation. You can use any remaining annual leave you have to cover the absence so that you pay is not effected.