Last updated
Purpose
Kickass Online Ltd (‘KO’) is committed to supporting the wellbeing of all employees. This policy sets out entitlements and procedures for annual leave in compliance with the Working Time Regulations 1998 (WTR 1998).
Eligibility
This policy applies to all employees. Workers (including contractors engaged on a worker basis) have separate statutory rights under the WTR 1998. Part-time employees receive a pro-rata entitlement calculated on the same basis.
Entitlement
- All full-time employees are entitled to 28 days of paid annual leave per leave year (including bank holidays), in line with the statutory minimum under the Working Time Regulations 1998.
- This is equivalent to 5.6 weeks for a 5-day working week.
- Enhanced leave above the statutory minimum may be offered at the discretion of KO and will be stated in individual contracts of employment.
- Part-time employees’ entitlement is calculated on a pro-rata basis.
Accrual
- Leave accrues from the employee’s first day of employment.
- During the first year of employment, leave accrues at a rate of 2.33 days per month.
- Leave may be taken as it accrues, subject to operational approval.
Booking Procedure
- Leave requests should be submitted to the line manager at least two weeks in advance for leave of up to five days, and at least four weeks in advance for longer periods.
- Approval is at the discretion of the line manager, based on operational requirements and on a first-come, first-served basis.
- KO reserves the right to refuse or reschedule leave requests where business needs require it, providing as much notice as possible.
Bank Holidays
KO observes the standard bank and public holidays in England and Wales. These are included within the 28-day entitlement. Employees required to work on a bank holiday will receive a substitute day’s leave.
Carry-Over
- Under the WTR 1998, employees are generally expected to take their leave within the leave year.
- KO permits carry-over of up to 5 days into the following leave year by agreement with the line manager.
- Where an employee has been unable to take leave due to long-term sickness absence or statutory family leave, they retain the right to carry over the untaken statutory leave entitlement into the next leave year, as required by the Working Time (Amendment) Regulations 2023.
- Carried-over leave must be taken within 18 months of the end of the leave year in which it accrued.
Payment on Termination
On termination of employment, employees will be paid for any accrued but untaken annual leave. If an employee has taken more leave than accrued at the date of termination, the excess may be deducted from final pay, subject to the employee’s written agreement in their contract.
Policy Review
This policy will be reviewed annually or when legislation changes.
Last reviewed: May 2026.