Frequently Asked Questions
This page is intended to answer some of the regular queries we receive as Federation reps. It is a living document and will be expanded as time allows. Just choose the subject from the drop-down list below. You can also view the Know Your Rights documents produced by the national Federation by clicking here. You can also view the Police Regulations and other legislation that affects you as a police officer by clicking here.
Overtime
What time does my working day start?
Why is that important?
When can I claim overtime?
Normal overtime
Recall to duty
Advance of Hours
Working from a night shift into the first rest day
Working on a rest day
Working on a public holiday
Reinstatement of a cancelled rest day or public
holiday
Can I claim travelling time?
Do you have to take time off in lieu?
What time does my working day start?
For those officers on an 8-hour pattern, the working day starts at 0600 and ends at 0600 the following day.
For those on a variable shift agreement (VSA), the working day starts at 0700 and ends at 0700 the following day.
Why is that important?
Rest days start at the end of the working day and not at the end of a tour of duty. You therefore need to know when you can start to accrue overtime at a rate of double time.
Also, you need to know at what time your rest day ends and a working day starts for overtime purposes. See ‘Advance of Hours’ below.
When can I claim overtime?
There are several ways in which to work overtime:
You can claim overtime if you work on at the end of a tour of duty. However, if you’re told of the need to work overtime after the start of the shift, the first ½ hour on the first 4 occasions in any one week should be deducted. Overtime such as this is recorded at time and a third.
If you’re told no later than the start of the shift of the requirement to work overtime that day, ie pre-planned overtime, you do not need to deduct the first ½ hour.
You can claim overtime as a result of a recall to duty. A recall is best described as an island of duty between 2 tours of duty. It is not a recall if your rostered tour of duty has been brought forward (see Advance of Hours below). Therefore, if you work 0700 to 1600 for instance, go home and are then required to return to work at 2100 before returning home at 2300, that is a recall to duty and you can claim a minimum of 4 hours at time and a third. You can claim travelling time from your home to place of work for a recall to duty as long as the period of duty together with the travelling time does not exceed 6 hours.
If you’re recalled to duty but that period of duty then rolls into your normal tour of duty, it is not a recall but would constitute your tour of duty for that day, plus any normal overtime worked (subject to the Advance of Hours below).
An advance of hours occurs when your tour of duty has been brought forward onto a day on which you’ve already completed a tour of duty.
Therefore, if you were required to report for duty at 0500 having worked 0700 to 1600 the previous day, that would be an advance of hours.
You can claim overtime for an advance of hours only if you’ve not been given appropriate notice, defined in Police Regulations as 8 hours prior to the start of the new tour of duty.
In the above scenario, if you were told of the requirement to report for duty at 0500 prior to 2100 the night before, you cannot claim any overtime and your tour of duty starts as normal at 0500.
If you are told of the requirement to report for duty at 0500 after 2100, you’re entitled to claim overtime at time and a third for the hours between 0500 and the start of your rostered tour of duty on that day. However, unlike normal overtime, your tour of duty also actually starts at 0500 and, after completing your normal tour of duty, you can then claim overtime again at time and a third.
Example: On Monday you work 0700 to 1600 and go home. Your tour of duty for the Tuesday is 1000 to 1900. At 2130 on Monday night, you’re told to report for duty at 0500 on Tuesday morning. You should then claim from 0500 to 1000 as overtime at time and a third. You work your normal 9 hour tour of duty from 0500 which gives an end of duty time of 1400. If you work later than 1400, you again claim overtime at time and a third from 1400 to the end of your duty.
Working from a night shift into the first rest day
The rest day starts at the end of the working day and not at the end of your tour of duty. Therefore, those on an 8 hour pattern will start their rest day at 0600 and those on a VSA will start their rest day at 0700.
There are then 2 different scenarios depending on which shift pattern you work.
For those working an 8 hour pattern or the new 2x2x2 pattern:
If you work into your first rest day directly from a tour of duty, you should claim the time worked up to the first hour of that rest day at double time, in increments of completed 15 minutes. After the first hour, you should then claim a minimum of 4 hours at double time.
For those working 10 and 12 hour shifts, you should claim the time worked up to the second hour of that rest day at double time, in increments of completed 15 minutes. After the second hour, you should then claim a minimum of 4 hours at double time.
Working on a rest day/cancellation of a rest day
If you are required to work on a rest day, you are entitled to overtime at the appropriate rate. The appropriate rate is as follows:
Where less than 15 clear days’ notice are given of the requirement to work – time and a half;
Where less than 5 days’ notice are given of the requirement to work – double time.
If you work less than 4 hours on a rest day, you are entitled to claim a minimum of 4 hours plus reasonable travelling time from your home to place of work. Reasonable travelling time has been deemed to be ½ hour each way.
If you have more than 15 clear days’ notice, the rest day should be cancelled and then re-rostered within 4 days of the cancellation being notified to the officer.
The exception to this would be ‘special duty’ where time and a half is paid even though more than 15 clear days’ notice have been given.
If you’re required to work on a public holiday, you can claim whatever hours you’ve worked at double time. Shift workers should be rostered for their normal tours of duty on public holidays so, if you’re a 10-hour worker, you should be rostered for a 10-hour shift on a public holiday. If you are told to work a public holiday with less than 8 days' notice, you can claim double time for the hours worked and another day off.
Reinstatement of a cancelled rest day or public holiday
If you’re told of a requirement to work on a rest day or public holiday but are then informed that the requirement for the cancellation has ceased to exist, the following applies:
If you’ve been given more than 8 clear days' notice of the reinstatement of the rest day or public holiday, you should take the rest day as normal.
If you’ve been given less than 8 clear days’ notice of the reinstatement of a rest day or public holiday, you can either take the day off as normal or work the day at the appropriate rate. The appropriate rate for a rest day is the rate at which the day was cancelled. Therefore, if you’re told with 3 months notice that you will have to work a football match but then, 6 days prior to the event, the day is reinstated, you would be able to work it at flat rate with another rest day being re-scheduled. If you were cancelled for the day with only 12 clear days’ notice and it was reinstated with less than 8 days’ notice, you would be able to work the day at time and a half. Less than 5 clear days’ notice of the cancellation would result in double time.
Can I claim travelling time?
If you’re recalled to duty or work on a rest day without appropriate notice (i.e. if you’re being paid overtime for the duty), you can claim travelling time as long as the period of duty together with the travelling time does not exceed 6 hours. If it does, you cannot claim travelling time.
You are not entitled to claim travelling time when working into your first rest day directly from a tour of duty.
Do you have to take time off in lieu?
No. The choice of whether you take payment for overtime worked or time off in lieu is your decision. If you choose to take time off in lieu, i.e. you put the time on your card, the time should be taken within a 3 month period following the week in which that day is worked or paid at the appropriate rate.
Sickness
Thanks have to go to Jerry Taylor for creating this FAQ for our site. Policies and procedures change regularly and therefore should you have any queries, you should contact with your BCU/Departmental Federation Representative or Jerry Taylor at the Federation Office or 07967/974709 and taylorj@jcc.polfed.org
What should I do when I report sick?
What if it’s an injury on duty?
What if I have to go sick part way through a tour of duty?
What about resuming?
What if I’m on annual leave and have to go sick?
What about holidays when I am on the sick?
What about attending Flint House?
What about the Federation chalets?
If I go sick, will I be subject of UPP?
What about removal of the right to self-certify absence up
to 7 days?
Has the Line Manager got to give me any notice of the Management
Intervention interview?
Can I be represented by the Federation during the Management
Intervention interview?
Can they impose the Action Plan?
Can I appeal against the Action Plan?
What is the Health Management and Attendance Board (HMAB)?
What if it's an injury on duty?
What if I can't return to work by the stated date or breach
one of the other criteria?
What are the stages?
Can I be sacked?
What if they set a date for a return which is not achievable?
What about starting back on recuperative duties?
What if I return and then can't get back to my core duties
within the 28 days?
What if I can return to work in a restricted capacity although
it is unlikely I will be able to return to my core substantive duties within
that time because for example I am waiting for surgery or recovering from
it?
Do I have to wait to hear from the HMAB?
Can I appeal against the decision or Action Plan?
What about UPP Action Plans set when I am on restricted duties?
How long do these restricted duties last?
What about ill health retirement?
What about modified OST?
If I can't return to work in any capacity for a long time,
what about pay?
What about the Federation Insurance?
What does the Federation Insurance cover then?
What about contact with the Organisation during a period of
sickness?
What about the Force paying for operations?
Have the Force got to make reasonable adjustments?
What should I do when I report sick?
You must notify your Line Manager immediately by telephone or within an hour of the commencement of what would have been your tour of duty. Try and inform your Line Manager of how long you are likely to be off. If your absence is likely to be in excess of 14 days, you are advised to contact your Divisional Federation Representative or Jerry Taylor at the Federation Office, Briton Ferry. If your sickness absence is in respect of stress/anxiety related issues, your Line Manager must immediately make a referral to the Counselling and Trauma Team. Make contact with them yourself in any event.
What if it’s an injury on duty?
Ensure Form 64b is submitted immediately. Go online to www.pfclaimline.co.uk as you may have a civil claim. Depending on the circumstances, you may also be able to claim from the CICA and DWP for an industrial injury. Contact the Federation Office at Briton Ferry.
What if I have to go sick part way through a tour of duty?
Inform your Line Manager immediately. Generally, that day will not be counted towards your sickness absence.
What about resuming?
Resume as soon as you consider yourself fit for work even if this means resuming onto a rest day. This way, the number of days recorded as sickness absence will exclude the rest days if you intend resuming work after them.
What if I’m on annual leave and have to go sick?
Sickness absence will take primacy over annual leave. However, you will have to obtain a Doctors MED3 certificate of sickness absence to cover the entire period.
What about holidays when I am on the sick?
Providing your holiday, or any other activity for that matter, does not impede, interfere with or is detrimental to your recovery there should be no issues. However, you must inform your Line Manager and it is good practice to seek guidance from your GP before going.
What about attending Flint House?
If you attend Flint House during a period of sickness, the attendance will be recorded as such. If you are in the workplace, it will not be so counted.
What about the Federation chalets?
One of the chalets is available for recuperative purposes although attendance is in your own time. Contact Kay at the Federation Office for details or go onto the website at our chalets.
If I go sick, will I be subject of UPP?
SWP policy is to treat all sickness as genuine. However, there are occasions when Line Managers should CONSIDER instigating the UPP process at the Management Intervention stage. The circumstances are:-
1. 3 or more absences in the previous 12 months
2. Absence of over 28 days
3. Bradford Score of over 200
4. Pattern of absence.
Having CONSIDERED the circumstances, the Line Manager may instigate Management Intervention setting an Action Plan with various criteria. In the main, those criteria will be to return to the workplace by a certain date and maintain attendance so as to improve your Bradford Score over a period of 3 months. In exceptional circumstances, that period can be extended to 6 months. There may however be additional criteria set depending on the circumstances of your absence.
What about removal of the right to self-certify absence up to 7 days?
The Force accept there are no grounds to remove the right to self-certify absence of up to 7 days and there is no legal entitlement to do so.
Has the Line Manager got to give me any notice of the Management Intervention interview?
No. However, it surely is best practice to set a convenient time, date and place as the relevant Action Plan must be completed for agreement and signature.
Can I be represented by the Federation during the Management Intervention interview?
There is no entitlement to be represented but it has been accepted as best practice by the Professional Standards Department and Health Care and Safety Team to allow representation if you so wish. If you want representation, inform your Line Manager before the interview and contact your BCU/Departmental Federation Representative or Jerry Taylor.
Can they impose the Action Plan?
Yes, but clearly it is always better to try and reach agreement on a reasonable, achievable and sustainable Action Plan.
Can I appeal against the Action Plan?
Yes, you can appeal to the next Line Manager as with all the stages of UPP. Seek the advice of your BCU/Departmental Federation Representative or Jerry Taylor.
What is the Health Management and Attendance Board (HMAB)?
The HMAB is Chaired by Ch. Supt. Bob Macalister and consists of representatives from Human Resources, Health Care & Safety Team and Legal Services Dept. Jerry Taylor also attends to make representations on behalf of Officers discussed. It is therefore important you contact him if you receive notification or information in respect of any referral to the HMAB.
What if it's an injury on duty?
Injuries on duty and pregnancy related absences should be excluded from the Trigger Points and Bradford Score. Linked absences will generally be counted as one for these purposes. If it is an injury on duty, ensure Form F64b is submitted to your Administration Department and send a copy to the Federation office. If your absence is pregnancy related contact your Divisional Pregnancy Champion for advice and assistance or one of the Reserve Seat Federation Representatives Caroline Grisley, Julia Tyler or Clare Biddlecombe.
What if I can't return to work by the stated date or breach one of the other criteria?
Where there is a breach you will move to Stage 1 of the process, your Line Manager must notify you in writing of the time, date and place of the interview. You are entitled to be represented at that meeting and you should therefore contact your BCU/Departmental Federation Representative or Jerry Taylor as soon as possible.
What are the stages?
The first stage is 'Management Intervention' intended to be informal. The second is the 'First Formal Stage', third is the 'Second Formal Stage' and fourth 'Third Stage Meeting'.
Can I be sacked?
The entire procedure is intended to be supportive process as oppose to punitive. The Organisation have a part to play in providing that support and assistance. However, at the 'Third Stage Meeting', the ultimate sanction for the Deputy Chief Constable is the requirement to resign.
What if they set a date for a return which is not achievable?
It is important to engage in a Regulatory process which deals with sickness absence. Reasonable, achievable and sustainable criteria should be negotiated although target dates will be set if one cannot be agreed.
What about starting back on recuperative duties?
There are circumstances when you can return to recuperative duties although only when you are able to resume your core substantive duties within 28 days of returning. Again, contact your BCU/Departmental Federation Representative or Jerry Taylor.
What if I return and then can't get back to my core duties within the 28 days?
Your Line Manager must refer your case to the HMAB who can extend that period by a further 28 days.
What if I can return to work in a restricted capacity although it is unlikely I will be able to return to my core substantive duties within that time because for example I am waiting for surgery or recovering from it?
Your Line Manager, in consultation with the Divisional Command Team should consider the appropriateness of such a rerun. An Action Plan should be prepared and e-mailed to the Health Care & Safety Team for consideration by the HMAB who will give direction and advice on duties to be undertaken along with use of UPP if appropriate. You are advised to contact your Divisional Federation Representative or Jerry Taylor.
Do I have to wait to hear from the HMAB?
No. Providing your Line Manager is in agreement, your return should not be held up simply while your case is being referred to and considered by the HMAB although referral should still be made.
Can I appeal against the decision or Action Plan?
Yes, to the HMAB and you should contact your BCU/Departmental Federation Representative or Jerry Taylor.
What about UPP Action Plans set when I am on restricted duties?
The Force's current approach is that, irrespective of the core duties and role you perform, if you do not have an operationally deployable capability, you may, after medical opinion, be determined restricted. Time gates will be set within Action Plans to achieve that operational capacity. It is therefore important you make regular contact with Jerry Taylor who will be able to update the HMAB and make representations on your behalf.
How long do these restricted duties last?
Generally they will last no longer that 12 months during which the condition has improved and the restriction lifted or it may become evident it is of a permanent nature. Consideration may be given to referring you to a Selected Medical Practitioner (SMP) for a decision on permanence. In such circumstances, if you have not already done so, you are urged to contact Jerry Taylor.
What about ill health retirement?
Since Police Reform and as a consequence of Home Office and PNB Guidance, the emphasis is on the retention of Officers who are determined by an SMP to be 'permanently disabled from performing the ordinary duties of a member of the Police Force'.
What about modified OST?
Currently, the modified OST programme is only available to Officers who are medically determined to be 'permanently disabled' by an SMP or 'permanently restricted' by the Force Medical Advisor.
If I can't return to work in any capacity for a long time, what about pay?
After a continuous period of 6 months absence or an accumulated period of 6 in the last 12, consideration will be given by an ACC to reducing your pay to half. There are strict criteria when the ACC can consider affording favourable discretion and you should contact Jerry Taylor. If you do move to half pay, or even where discretion is afforded, you should claim Employment Support Allowance from the DWP.
What about the Federation Insurance?
For sometime now, the Federation Insurance has not made payments to Officers who have their pay cut.
What does the Federation Insurance cover then?
If you are unfortunate to be diagnosed with a critical illness, the Company must be informed of the diagnosis within 90 days of it being made. If you are hospitalized, there are circumstances you will receive payment for the nights you are in.
What about contact with the Organisation during a period of sickness?
Regular contact must be maintained with your Line Manager throughout your absence particularly if it is long term. There are circumstances where contact can be with another nominated individual and advice should be sought from your Divisional Federation Representative or Jerry Taylor.
What about the Force paying for operations?
The Force has a limited budget for Private Medical Intervention and there are criteria set for those who wish to claim from it. You should contact the Health Care & Safety Team for the relevant forms.
Have the Force got to make reasonable adjustments?
If you are for the purposes of the Disability Discrimination Act 'disabled' the Organisation is legally bound to make reasonable adjustments enabling you to return to or remain within the workplace. Provision of specialist equipment and office furniture can also be arranged although you should contact Access to Work yourself as the process is client led.
Shifts
What Variable Shift Agreements (VSA's) has the force
and Federation agreed to?
What if your manager wants to work a pattern that hasn't
been signed by the force and the Federation?
What are you entitled to under the various agreements?
How is annual leave and acting up calculated?
What Variable Shift Agreements (VSA's) has the force and Federation agreed to?
The standard pattern worked under Police Regulations is an 8-hour pattern. We have only signed 3 variable shift agreements, i.e. the 12-hour agreement, the 10-hour NPT agreement and the 2x2x2 agreement.
What if your manager wants to work a pattern that hasn't been signed by the force and the Federation?
In that case, the pattern would be ultra vires meaning that it would fall outside Police Regulations and be potentially challengeable in a court.
What are you entitled to under the various agreements?
Generally Police Regulations apply and, if any anomalies are not shown below, you should consult Police Regulations as the default agreement.
The 12-hour agreement was the first to be signed in the current era. You can view the agreement by clicking here.
On this agreement, officers have to individually sign up to the agreement. If you do not agree to work the pattern, the force would have to require you instead to work an 8-hour pattern.
Shifts are 12 hours in duration and take the form of 2 x day turns followed by 2 x night turns followed by 4 days off. This is a recurring 56 day rota.
The working day is from 0700 to 0700.
Shifts can be staggered by up to 3 hours after 0700 and prior to 1900.
Officers are entitled to 16 hours off in addition to their rostered rest days per 56 day roster in order to balance the hours that will be worked over the 12 month period.
Cancelled rest days - rest days cancelled with more than 15 days' notice will be 12 hours in duration so duties offices should reallocate such days in accordance with Police Regulations, i.e. the date of the re-rostered rest day should be given to the officer within 4 days of the initial cancellation. If the policing of an event lasts less than 12 hours, you should either return to your station for further deployment or, by mutual agreement with your supervisor, take time off your card. If the duty lasts longer than 12 hours, you can then claim overtime at time a third.
Public Holidays - there are a few different scenarios for public holidays:
- If you work a public holiday, you should be rostered for your normal tour of duty, i.e. 12 hours.
- If you are rostered on a rest day on a public holiday, you should take the day off and place 8 hours on your overtime card. This is non-payable.
- If you are rostered to work but are told not to report for duty (normally because of financial considerations), you should take the day off and take 4 hours off your overtime card.
PSU duty - the 3 hour stagger rule does not apply to PSU duty due to the health and safety of our members who may be reliant on a PSU to assist.
Working into the first rest day - If you work directly from a tour of duty into your first rest day, you are entitled to double time for the number of competed 15 minute periods up to the first 2 hours and, thereafter, a minimum of 4 hours at double time. You cannot claim travelling time in these circumstances.
Attending a force training day - If the training is not due to be delivered during your normal tour of duty, you will revert to an 8 hour pattern. OST etc can normally be delivered during a normal tour of duty and you should then use the time before and after the training in a meaningful way.
Meal break entitlement is 70 minutes.
The 10-hour agreement can be viewed by clicking here.
On this agreement, officers do not have to individually sign up to the agreement and there is no individual opt-out available. This was because the Police Regulations require the agreement to be made between the chief officer and the staff association, not the individual.
Shifts are generally 10 hours in duration and take various forms depending on which of the 5 or so patterns your sector is working. This is a recurring 56 day rota.
The working day is from 0700 to 0700.
Tours of duty can start at any time during the working day but rostered shifts can only be staggered by up to 3 hours.
Cancelled rest days - rest days cancelled with more than 15 days' notice will be 10 hours in duration so duties offices should reallocate such days in accordance with Police Regulations, i.e. the date of the re-rostered rest day should be given to the officer within 4 days of the initial cancellation. If the policing of an event lasts less than 10 hours, you should either return to your station for further deployment or, by mutual agreement with your supervisor, take time off your card. If the duty lasts longer than 10 hours, you can then claim overtime at time a third.
Public Holidays - there are a few different scenarios for public holidays:
- If you work a public holiday, you should be rostered for your normal tour of duty, i.e. 10 hours.
- If you are rostered on a rest day on a public holiday, you should take the day off and place 8 hours on your overtime card. This is non-payable.
- If you are rostered to work but are told not to report for duty (normally because of financial considerations), you should take the day off and take 2 hours off your overtime card.
PSU duty - the 3 hour stagger rule does not apply to PSU duty due to the health and safety of our members who may be reliant on a PSU to assist.
Working into the first rest day - If you work directly from a tour of duty into your first rest day, you are entitled to double time for the number of competed 15 minute periods up to the first 2 hours and, thereafter, a minimum of 4 hours at double time. You cannot claim travelling time in these circumstances.
Attending a force training day - If the training is not due to be delivered during your normal tour of duty, you will revert to an 8 hour pattern. OST etc can normally be delivered during a normal tour of duty and you should then use the time before and after the training in a meaningful way.
Meal break entitlement is 60 minutes.
The 2x2x2 agreement can be viewed by clicking here.
On this agreement, officers do not have to individually sign up to the agreement and there is no individual opt-out available. This was because the Police Regulations require the agreement to be made between the chief officer and the staff association, not the individual.
Shifts are generally 9 hours in duration but the below indicates when this changes:
- Friday and Saturday day turns - 10 hours
- Friday and Saturday afternoon turns (supernoons) - 11 hours
- Training/Pro-active days - 10 hours
Working days follow a general pattern of 2 x day turns, 2x2 afternoon turns, 2x2 night turns followed 4 days off. This is a recurring 20-week rota.
The working day is from 0700 to 0700.
Standard start times for these tours of duty are 0700hrs for day shifts, 1500hrs for late shifts (except Friday and Saturday when the start time is 1600hrs) and 2200hrs for night shifts. These start times may be staggered by local arrangement up to 3 hours after 0700 hrs, 3 hours before or after 1500hrs and 3 hours before 2200hrs.
Cancelled rest days - rest days cancelled with more than 15 days' notice will be 9 hours in duration so duties offices should reallocate such days in accordance with Police Regulations, i.e. the date of the re-rostered rest day should be given to the officer within 4 days of the initial cancellation. If the policing of an event lasts less than 9 hours, you should either return to your station for further deployment or, by mutual agreement with your supervisor, take time off your card. If the duty lasts longer than 9 hours, you can then claim overtime at time a third.
Public Holidays - there are a few different scenarios for public holidays:
- If you work a public holiday, you should be rostered for your normal tour of duty, i.e. 9, 10 or 11hours.
- If you are rostered on a rest day on a public holiday, you should take the day off and re-roster the rest day.
- If you are rostered to work but are told not to report for duty (normally because of financial considerations), you should take the day off and not deduct any time from your overtime card.
PSU duty - the 3 hour stagger rule does not apply to PSU duty due to the health and safety of our members who may be reliant on a PSU to assist.
Working into the first rest day - If you work directly from a tour of duty into your first rest day, you are entitled to double time for the number of competed 15 minute periods up to the first 1 hour and, thereafter, a minimum of 4 hours at double time. You cannot claim travelling time in these circumstances.
Attending a force training day - If the training is not due to be delivered during your normal tour of duty, you will revert to a 9 hour pattern. This does not refer to the shift training/pro-active days but to other forms of force training (driving courses etc).
Meal break entitlement is 60 minutes.
Do VSA's apply to all ranks?
No. The agreement applies to constables and sergeants but Inspectors and above are not subject to a VSA. Those officers can insist on Police Regulations being applied.
How is annual leave and acting up calculated?
You should convert both annual leave and acting up into hours for the purposes of each of the VSA's.
Annual Leave
What annual leave are you entitled to?
What if your date of joining or retirement falls during
the leave year?
Can you take a 1/2 day's annual leave?
Can you carry annual leave over to the next annual leave
year?
Can you take annual leave in lieu of the following years'
annual leave?
What happens if you've been recalled to duty on an annual
leave day?
Can you take annual leave when on sickness absence?
What do you do if called on to court on annual leave?
What annual leave are you entitled to?
Less than 2 years service - 22 days
2 or more years service - 25 days
5 or more years service - 25 days
10 or more years service - 27 days
15 or more years service - 28 days
20 or more years service - 30 days
What if your date of joining or retirement falls during the leave year?
In these circumstances, you need to pro rata the annual leave entitlement for the number of completed months of service. Therefore, if you have 10 years' service during October, you'll have completed 6 months service during that leave year. You are therefore entitled to 50% of the annual leave increase, thus giving an increase of 1 day's annual leave to be taken from the October on. The next annual leave year would see the full increase to 27 days. If you were to retire with 30 years' service in October, you'd be entitled to claim 50% of your annual leave entitlement i.e. 15 days or 120 hours.
Can you take a 1/2 day's annual leave?
Yes. Leave can be taken in blocks, as single days or in half days, subject to the exigencies of duty. If taken as a half day, you are not entitled to a meal break.
Can you carry annual leave over to the next annual leave year?
Yes. It is at the discretion of the chief officer to allow you to carry over up to 5 annual leave days to the next year. However, in exceptional circumstances and if in the interests of the efficiency of the force, more can be granted.
Can you take annual leave in lieu of the following years' annual leave?
Yes. It is at the discretion of the chief officer to allow you to bring forward up to 5 annual leave days of the next year's annual leave entitlement to be taken in the last month of that year.
What happens if you've been recalled to duty on an annual leave day?
If you've been required to work on an annual leave day, or a day taken off in lieu of overtime which is attached to a period of annual leave, where the period of absence is at least 3 days and at least 1 of those days is a day of annual leave, you are entitled to:
For 1 or 2 days - an additional 2 days’ annual leave (or, if you choose, 1 day’s annual leave and 1 day’s pay at double time) in lieu of each such day for which you were so recalled; or
For 3 or more days - 2 days’ annual leave (or, if you choose, 1 day’s annual leave and 1 day’s pay at double time) in lieu of each of the first 2 such days for which you were so recalled, and 1.5 days’ annual leave (or, if you choose, 1 day’s annual leave and 0.5 day’s pay at double time) in lieu of each such day for which you were so recalled thereafter.
This applies to those required to work on an annual leave day as well as those recalled on such days.
Can you take annual leave when on sickness absence?
No. You can't be on annual leave and sickness absence at the same time. However, you can take a break away as long as you are contactable and your journey or break is not detrimental to your recovery. You should inform your supervisor if you wish to go away whilst on sickness absence.
What do you do if called on to court on annual leave?
You should contact your Fed rep and try to negotiate a means of progressing the case without the need for you to attend or adjourn the case to a suitable date. Ultimately, though, if warned for court you have to attend. In such circumstances, if going on holiday, the Federation travel insurance will normally cover you for the cancellation or curtailment of your holiday, as long as you were not aware of the court date when the holiday was booked.