Employee Updates

Holiday Policy Updates

26th August 2020

Holiday Entitlement and Allowance – Hours based

Over the past few weeks we have received a number of questions with regard to the treatment of annual holidays if shift patterns are being worked and also, how bank holidays are dealt with.

Whilst we initially had some requests for the treatment of holidays to remain on a ‘day basis’ it has become evident that this does not work due to the irregular nature of shifts and the days on which they fall, including bank holidays.

Therefore, in line with other industries and in order to facilitate the correct calculation of holidays for the workshop shift patterns we will be moving to an hours based holiday entitlement for those affected.

The normal holiday allowance in Burrows is 22 days annual leave plus 8 bank holidays equalling 30 days in total which at 8 hours per day (standard) converts to hours of 240.

So, an employee on standard 40 hour week and 22 days holiday entitlement will now have an hours entitlement of 240 hours if they are on shift patterns. This will obviously vary if you are contracted to do fewer hours or part-time.

You will then use this ‘bank’ of hours as you take holidays and you will receive holiday hours pay in accordance with the shift you would have worked on those days.


  1. You take a day off when rota’d to do an 11.5 hour shift will utilise 11.5 hours from your holiday allowance.
  2. You take a long weekend away from Thursday to Monday during which you were rota’d to work 5 hours on Thursday and 11 hours on Monday. You will have used 16 hours of your holiday entitlement.
  3. You are rota’d to work 11 hours on a Monday which is a bank holiday. You will use 11 hours out of your holiday entitlement.
  4. You were rota’s to be off on the bank holiday Monday in which case you will not use any holiday entitlement.

Should you have any questions regarding your holiday entitlement please contact your Manager.

Holiday Policy – Allowed carry over from 2020

Due to COVID 19 pandemic, the Government has relaxed the rules on carrying over annual leave.

In line with the government directive anyone who is unable to take all of their statutory annual leave entitlement by 31 December 2020, will now be able to carry some annual leave over into the next 2 leave years (2021 and 2022).

The economy is still facing challenging times ahead and Burrows is not exempt from this. We all must continue to work hard to meet the demands of our customers, manufacturers, our people and equally, to keep the business fully operational with the current Covid restrictions that are in place.

Clearly this has been a difficult year of change for all of us and we do understand that taking holiday entitlement is fundamental to ensure good wellbeing for all our people. With this in mind we want to inform you now of what holiday entitlement we will allow you to carry forward.

We are pleased to confirm that all Burrows people are able to carry forward a total of 8 days (pro-rata if part-time) into the next 2 leave years of 2021 and 2022 in accordance with the government guidelines.

People working varied hours/shifts patterns will have days converted into hours up to a maximum of 64 hours.

The maximum total amount of days/hours to carry over is:

Calendar Year 2021 - 4 days/32hrs

Calendar Year 2022 - 4 days/32hrs

You are reminded of the holiday policy procedures set out below:

  • All holiday requests must be authorised by your Manager.
  • The maximum holiday entitlement to take at any one time is 2 weeks / 80 hours.
  • Any holiday requests exceeding the maximum amount must be put in writing to your Manager.
  • The Company reserves the right to decline a request for annual leave.
  • People are advised not to book holidays until their request has been agreed by their Manager.
  • Holiday requests will not be authorised if the destination is on the list of countries whereby you must quarantine on your return.
Any person not adhering to the above may result in disciplinary action being taken against them.