i)    personal protective equipment (PPE)

each year, during which you will receive a paid holiday entitlement of 20 days. Entitlements are pro-rata for part-time employees. In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year. Your holiday pay will be based on your average earnings over the previous 52 weeks in which wages were payable.

Conditions relating to the taking of annual leave are shown in the Employee Handbook to which you should refer.

In addition to the annual holiday entitlement you are allowed the following public/bank holidays each year with pay. However, because of the nature of our business you may be required to work on any of the public/bank holidays listed below, and it is a condition of employment that you work on these days when required to do so. If you are required to work on any of these days you will be given an alternative day of leave in lieu. The date when a day off in lieu is to be taken is to be mutually agreed with us.

The public/bank holidays each year are:

Entitlements are pro-rata for part-time employees.

In the event of you working on any of the above public/bank holidays, you will be paid at single time for the hours worked.

In the event of termination of employment holiday entitlement will be calculated as 1/12th of the annual entitlement for each completed month of service during that holiday year and any holidays accrued but not taken will be paid for. However, in the event of you having taken any holidays in the current holiday year, which have not been accrued pro-rata, then the appropriate payments will be deducted from your final pay. We may require you to take any outstanding annual leave entitlement during your notice period.

i)  Maternity, paternity, adoption, shared parental leave with pay in line with statutory entitlements in place from time to time;
ii)  Qualifying parents are entitled to parental bereavement leave in line with statutory entitlements in place from time to time;