Annual Leave Policy - Dudley Primary Care Trust

8.7 In any roster or ‘departmental protocol’ arrangement, reference should alwaysbe made to a Multi-Faith Calendar and the needs of individuals accommodatedas appropriate.9. Carry Over of Leave9.1 Wherever possible, all leave entitlement should be taken during the relevantleave year but, subject to work requirements and management discretion, anamount of hours equalling 5 days may be carried forward to be taken ideallywithin one calendar month of the end of the leave year. More than 5 days carryover may be allowed to support a specific and agreed period of extended Leavein the following year only. Refer to section 11.9.2 Any leave entitlement not taken during the holiday year will be forfeited exceptwhere permission has been specifically granted as above.10. Sickness Occurring During Annual LeaveSickness during a period of annual leave will be treated as sickness, not annualleave, providing a medical certificate (ie not self certified) is obtained for thedays claimed. In such circumstances, it is not necessary for the individual totelephone their manager concerning the sickness unless it is likely to affect thescheduled return to work. However, the sickness must be promptly reportedupon return to work. Please refer to the Trust’s Sickness Absence Policy forfurther guidance. Employees are not entitled to an additional day off if sick on aGeneral Public Holiday, unless they are specifically rostered to work on that day.10.1 Staff on long-term sickness absence will accrue annual leave during any periodof paid sickness absence. This leave is equal to the Working Time Directive of4.8 weeks and not the entitlement under Trust arrangements. This leave maybe used to facilitate a phased return to work. No leave will be accrued during aperiod of unpaid sickness absence.11. Extended Period of Annual Leave11.1 Occasions may arise when an employee wishes or needs to take an extendedperiod of Annual Leave i.e. all or most of their entitlement at once or an evenlonger period of Annual Leave or more than the Departmental protocol normallyallows. Such requests should not be unreasonably refused by the manager.However, the manager should seek to ensure that the employee has regularplanned Annual Leave/Time-off throughout the rest of the year.11.2 Options for arranging extended Leave could include either additional carry overof Leave (see section 9) or Unpaid Leave (see section 12).12. Unpaid Leave12.1 There may be circumstances when it is appropriate for a manager to allow anindividual to take Unpaid Leave.7