We want you to have time to rest, relax and have fun outside of your work commitments. This policy sets out our arrangements for colleagues wishing to take holidays (annual leave).

This policy covers all employees at all levels and grades.

This policy does not form part of any employee’s contract of employment and we may amend it at any time. We may also vary the policy as appropriate in any case.

Our holiday year

Our holiday year runs from 1 January to 31 December. You are entitled to both basic (your statutory holiday allowance in your country) and additional holiday (unlimited leave).

Your holiday entitlement

We offer employees unlimited leave (please see your employment contract for information about how this is made up of basic and additional holiday allowance).

To ensure that you have adequate rest and recharge from work, we would ask that employees try to take holiday throughout the holiday year and use their basic holiday allowance each year.

Bank holidays or national holidays As a global organisation and inclusive one, we do not mandate local holidays in our leave policy. We encourage everyone to make their own choices on leave, in most cases, people will want to take bank holidays, national holidays or key dates off, these should be booked as holiday. You can book these up to 12 months in advance.

Requesting a holiday

All holidays must be approved in advance by your manager via our hr system bob. Please give as much notice as possible of holiday requests (up to 1 week = 4 weeks notice, anything over 1 week should allow for 8 weeks+ notice) to allow planning of work schedules where necessary. You must not make travel bookings until approval has been given. Adequate handover processes are required for all leave periods, anything over two weeks notice should be approved by the department head to allow for resource planning.

All holiday must be taken at times subject to business interests. We may require you to take (or not to take) holiday on particular dates, including when the business is closed, particularly busy such as launch periods or releases, or during your notice period.

If you are sick or injured during a holiday period and would have been unable to work, you may choose to treat the period of illness as sick leave and reclaim the affected days of holiday.

Employees already on sick leave before a pre-arranged period of holiday may choose to cancel any days of holiday that coincide with the period of incapacity and treat them as sick leave.

Statutory holiday entitlement continues to accrue during periods of maternity, paternity, adoption, parental or shared parental leave (referred to collectively in this policy as family leave).