HR for Startups: The Ultimate Guide

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Annual Leave Policies

Fully compliant, legally robust, leave policies

Termination of employment leave policy

When you are in your notice period, and dependant on the needs of the business, the Company reserves the right either to request you to take some or all of your outstanding annual leave entitlement during your notice period, or to deny you the opportunity to do so.

If at your termination date you have any accrued but untaken holiday entitlement remaining, you will be paid in lieu of these at a rate of 1/260th of your full-time equivalent basic salary per day.

If your normal remuneration in the twelve weeks before your employment termination date includes variable elements such as commission, compulsory overtime, shift allowance or travel allowance, these elements may be factored into the calculation of your final holiday payment. In this instance, if you work full-time, each day of accrued but untaken holiday entitlement would be calculated at a rate of 1/60th of your normal remuneration earned during the last twelve weeks of your employment.

If you leave the Company without giving the appropriate period of notice, unless this early departure has been agreed, any contractual holiday pay accrued to that date will be forfeited.

If you have taken holiday in excess of the amount that you will have accrued on your termination date, payment in lieu of these days will be deducted from your final salary payment.