Wellbeing Days, Bank Holiday Days, and Annual Leave Guidance for 2023/24
Well-being Day Entitlements for 2023/24
Annual Leave Guidance and Our electronic systems show that some of our employees have not yet exercised their wellbeing entitlements for 2023/24. These wellbeing days are a vital part of the NHS work-life balance initiatives and are essential for maintaining overall employee wellness.
Holiday Entitlement for 2023/24
General holiday entitlement is now managed as separate entitlements and is no longer combined with Annual Leave Guidance. Employees are required to take their entitlement to public holidays by 31 March 2024, as carryover to the new tax year is not possible (except for employees on maternity, extended parental leave, or adoption leave). As part of our Annual Leave Guidance, we encourage employees to prioritize using this leave entitlement.
Annual Leave Guidance Holiday Entitlements and Remaining Balances for 31 March 2024
The Trust’s electronic annual leave form will be available on ESR and Pay Services from 22 April 2024, allowing managers to confirm their employees’ remaining annual leave balances as of 31 March 2024. A notice was sent to inform employees about this year’s annual leave carryforward arrangements in October 2023.
A maximum of two days can be carried over (pro rata for part-time employees). In exceptional circumstances (as outlined below), staff may be eligible to carry over more than the maximum of two days.
Exceptional Circumstances for Carrying Over Annual Leave Guidance
- Maternity Leave/Parental Leave/Adoption Leave: Employees on maternity leave, extended shared parental leave, or adoption leave can carry over their entire outstanding holiday entitlement, including any wellbeing days, to the new financial year.
- Sick Leave: If an employee has been on long-term sick leave and remains on sick leave on 31 March 2024, their contractual annual leave entitlement will be converted into statutory leave of 20 days. Any remaining balance can be carried over to the new financial year.
- Work Demands: Employees unable to take full holiday leave due to exceptional work demands (with documented circumstances) may carry over up to 5 days of annual leave (pro rata). This requires the approval of the Care Group Executive or Corporate Services Directors.
Managing Leave
Colleagues concerned about taking their remaining leave should speak to their line manager during a management meeting or one-on-one discussion. Your supervisor will collaborate with you to ensure you can fully utilize your leave entitlement before the end of the year.
Purchasing Additional Holiday Annual Leave Guidance
If you wish to purchase additional leave for the upcoming or current holiday year, please refer to the SOP (Standard Operating Procedure) and download the application form from the intranet. Once completed and signed, please email the form to payrollservices@mpft.nhs.uk.
- Applications received before March 31 will be processed in April for the new holiday year, with salary deductions made from April to March.
- Applications after March 31 (but no later than September 30) will be processed as received, with costs spread across the remaining months of the financial year.
Calculators for Holiday Balances
To better understand your annual leave balances, use the available calculators to track your leave and manage your time off efficiently. These tools are available through ESR and Pay Services and can help with planning your holidays and wellbeing days.