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Acceptable use of AI Adoption, surrogacy and adoption appointments Agency Workers Regulations (AWR) Compliance Annual Leave for Irregular-Hours and Part-Year Workers Annual leave for regular-hours workers Anti-Bribery and Anti-Corruption Anti-Slavery and Human Trafficking API & Integration Security Assignment endings, notice, redundancy and termination Assignment Rate Integrity Bank Account Change & Verification Bring Your Own Device (BYOD)Business Continuity & Disaster Recovery Code of Conduct Complaints Handling Conflict of Interest Contractor Onboarding Compliance Cookie Cyber Security Data Breach Notification Procedure Data Incident Response Data Protection and Privacy Data Protection and Privacy Data Retention Disciplinary, capability, suspension and appeals Drug & Alcohol Employment Status Determination Equality, bullying, harassment, sexual harassment and professional dress Equal Opportunities & Anti-Discrimination Ethics, anti-bribery, tax evasion, fraud and conflicts of interest Flexible working, occupational health, reasonable adjustments and menopause GDPR Statement Gender Pay Gap & Statement Grievance, complaints and workplace resolution Health and safety at PGS premises and client sites HMRC Enquiry & Investigation Response Holiday Pay Calculation & Accrual How We Use Your Data & Your Rights Under GDPR Inclusion & Equal Opportunities Information Security Insolvency Protection & Business Continuity Internet, Email & Social Media Use IT, communications, social media, artificial intelligence, monitoring and BYOD Joint Employment Model Joint & Several Liability (JSL) Mitigation Key Information Document (KID) Governance Learning, CPD, professional registration and competence Maternity, pregnancy and antenatal appointments Maternity, pregnancy and antenatal appointments Modern Slavery & Human Trafficking Modern Slavery Statement MSP Visibility & Data Access OCR & Automated Data Extraction Overpayment & Clawback Parental, neonatal, bereavement, caring and dependant leave Paternity and Bereaved Partner’s Paternity Leave PAYE Reconciliation & HMRC Alignment Payroll Fraud Prevention and Detection Payslip Accuracy & Validation Portal governance, review and no separate acknowledgement Privacy, confidentiality, intellectual property, company property and records Privacy Public duties, trade union rights and special leave Race & Disability Pay Gap Reporting Real-Time Payroll Data Transparency Referral & Introducer Transparency Remote & Hybrid Working Right to Work Check Process (UK)Safeguarding Shared Parental Leave — birth and adoption Sickness absence, Statutory Sick Pay, Company Sick Pay and Return Supply Chain Due Diligence Sustainability & Environmental, Social and Governance (ESG)Transparent Pay & Deductions Whistleblowing, Fair Work Agency and external reporting Whistleblowing Working time, attendance, rest, night work and opt-out Workplace Health & Safety Zero Tolerance Non-Compliance

People Group Services Limited
Company Number: 11570329

Annual leave for regular-hours workers

Introduction

This policy applies to all employees and workers who are not statutory irregular-hours or part-year workers.

Entitlement and leave year

The standard PGS leave year is 1 September to 31 August unless the signed contract states otherwise. Statutory entitlement is normally 5.6 weeks, pro-rated where appropriate, with any contractual enhancement shown in the contract or portal. Bank and public holidays may be included.

Holiday pay

Holiday pay is calculated under the Working Time Regulations and current case law. The four-week normal-remuneration element and additional 1.6-week element are administered in accordance with law and the individual’s pay pattern.

Booking and employer notice

Leave must be requested through the PGS process and, for an assignment, the agency/hirer route. Approval by one party does not automatically complete the other. PGS will not unreasonably prevent statutory leave and will work on alternatives.

PGS may require or prevent leave on specified dates only with applicable contractual and statutory notice and for a legitimate reason.

Sickness, family leave and carry-over

Holiday continues during sickness and statutory family leave. Genuine sickness during booked leave may be reclassified subject to evidence and the sickness procedure.

Carry-over applies where required by sickness, statutory leave or employer failure to provide reasonable opportunity, encouragement and warning. The March 2026 absolute “use it or lose it” wording is not carried forward.

October concession and reminders

As a PGS concession, unused accrued/reserve holiday at 31 August may normally be taken by 31 October. For an education assignment whose published October half-term ends later, the window extends to the final day of that half-term. Longer statutory carry-over rights are unaffected. PGS issues reminders in June, July and August and signposts balances where systems permit.

Termination and records

Accrued untaken statutory leave is paid on termination. Excess leave may be recovered only where the contract and law permit. Detailed holiday and pay records are retained for at least the statutory period.

Declaration

This Policy is approved by the Board of Directors of: People Group Services Limited Company Number: 11570329

Last updated: 24th August 2026