Document Type:
PROCEDURE
Title:
Annual Leave
Unique Identifier:
CORP/POL/219
Version Number:
5
Status:
Ratified
Scope:
Classification:
Trust Wide
Organisational
Author/Originator and title:
Responsibility:
Eleanor Palmer-Rigby, HR Business Partner
Human Resources
Lynne Bentham, Staff Side Chair
Directorate
Replaces:
Description of amendments:
Version 4 Annual Leave – excluding Amendments following capsticks review, but
Medical and Dental Staff Corp/Pol/219
no amendments to entitlement.
NHS Blackpool Local Policy on Annual Policy harmonised
Leave and Public Holidays March 2011
North Lancs TPCT Annual Leave Policy
June 2009
Name Of:
Date of Meeting:
Risk Assessment:
Divisional/Directorate/Working
Not Applicable
Group:
Financial
HR Policy Forum
15th May 2014
Implications
Not Applicable
Validated by:
Validation Date:
Which Principles
JNCC
17/06/2014
of
the
NHS
Constitution
Apply?
Principle 3
Ratified by:
Ratified Date:
Issue Date:
Trust Management Team Meeting
26/06/2014
26/06/2014
Review dates may alter if any significant changes are made
Review Date:
01/05/2017
Does this document meet the requirements of the Equality Act 2010 in relation to
Race, Religion and Belief, Age, Disability, Gender, Sexual Orientation, Gender
Identity, Pregnancy & Maternity, Marriage and Civil Partnership, Carers, Human
Rights and Social Economic Deprivation discrimination? Initial Assessment
CONTENTS
1
PURPOSE ................................................................................................................... 3
2
SCOPE ........................................................................................................................ 3
3
POLICY ....................................................................................................................... 3
3.1 Responsibilities ....................................................................................................... 3
3.1.1
Managers ........................................................................................................ 3
3.1.2
Individuals ....................................................................................................... 3
3.2 Annual Leave Year.................................................................................................. 3
3.3 Entitlement and Calculation .................................................................................... 4
3.3.1
Calculation of Annual Leave ........................................................................... 4
3.3.2
Incorrect Allocation of Annual Leave .............................................................. 4
3.3.3
Term Time Only .............................................................................................. 4
3.4 Calculation of NHS Service ..................................................................................... 4
3.5 Joining and Leaving the Trust ................................................................................. 4
3.6 Payment in Lieu ...................................................................................................... 5
3.7 Death in Service ...................................................................................................... 5
3.8 Management of Annual Leave ................................................................................ 5
3.9 Unpaid Leave .......................................................................................................... 5
3.10 Extended Periods of Annual Leave ......................................................................... 5
3.11 Sickness during Annual Leave ................................................................................ 6
3.12 Changes to Contractual Arrangements ................................................................... 6
3.13 Public Holidays........................................................................................................ 6
3.14 Emergency Cover ................................................................................................... 7
4
ATTACHMENTS ......................................................................................................... 7
5
ELECTRONIC AND MANUAL RECORDING OF INFORMATION .............................. 7
6
LOCATIONS THIS DOCUMENT ISSUED TO............................................................. 7
7
OTHER RELEVANT/ASSOCIATED DOCUMENTS .................................................... 7
8
SUPPORTING REFERENCES/EVIDENCE BASED DOCUMENTS ........................... 7
9
CONSULTATION WITH STAFF AND PATIENTS ....................................................... 7
10 DEFINITIONS/GLOSSARY OF TERMS...................................................................... 7
11 AUTHOR/DIVISIONAL/DIRECTORATE MANAGER APPROVAL .............................. 8
Appendix 1: Table 1 - Agenda For Change: Annual Leave Entitlement For Complete Years
Exclusive Of Bank Holidays......................................................................................... 9
Appendix 2: Table 2 - Agenda For Change: Calculation Of Bank Holiday Entitlement ...... 11
Appendix 3: Annual Leave Entitlement Summary .............................................................. 13
Appendix 4: Equality Impact Assessment Form................................................................. 15
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
Do you have the up to date version? See the intranet for the latest version
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1
PURPOSE
The purpose of this policy is to provide Managers and employees with guidance on the
application and management of all annual leave and bank holiday entitlements and to
ensure that all staff take adequate rest away from work while maintaining the needs of the
service.
Annual leave is an important part of the contract of employment and supports staff in
achieving a balance between their work and home life. In addition, all employees working
in the United Kingdom have a right under legislation to a minimum entitlement to annual
leave, however, all annual leave entitlements within NHS Agreements are significantly
higher than those provided under legislation.
2
SCOPE
This policy will apply to all staff employed on Agenda for Change Terms and Conditions
with the exception of Bank Staff who are covered by the Working Time Directive. Staff
employed on other agreements will be covered by the processes within this Policy,
however in this case entitlements will be those defined within the relevant agreements in
medical staffing contracts.
3
3.1
POLICY
Responsibilities
3.1.1 Managers
Line Managers have a responsibility to ensure that staff plan and take their annual leave
within the leave year and to ensure that leave is appropriately recorded and authorised in
line with service requirements.
It is the managers responsibility to calculate annual leave and to communicate this to their
staff.
3.1.2 Individuals
It is the responsibility of staff to plan and request their leave in accordance with this Policy
and the local arrangements for service delivery. Staff have the responsibility to check their
annual leave entitlement calculation is correct in line with their length of service under
Agenda for Change Terms and Conditions handbook.
Staff should highlight any possible errors with their manager as soon as possible.
3.2 Annual Leave Year
With the exception of Medical Staff, the annual leave year runs from 1 April – 31 March.
Staff should ensure that they take their full entitlement of annual leave in consultation and
agreement with their Line Manager.
For medical staff their annual leave year runs from the anniversary of the commencement
date with the Trust, with the exception of Foundation Doctors.
Foundation Doctors leave year runs from 1st August and leave is portioned over each
Blackpool Teaching Hospitals NHS Foundation Trust
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ID No. CORP/POL/219
Title: Annual Leave
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rotation i.e. an entitlement of 9 days per rotation totalling 27 days per annum.
3.3 Entitlement and Calculation
Annual Leave entitlement is in accordance with Agenda for Change, see Appendix 3 for a
summary.
3.3.1 Calculation of Annual Leave
The table used to calculate annual leave entitlement is contained in the Leave Calculation
Table at Appendix 1. Annual leave is calculated and rounded up to the nearest 0.5 hours.
3.3.2 Incorrect Allocation of Annual Leave
Where it has been identified staff have not received the correct annual leave entitlement
the manger will re-calculate and the employee’s annual leave record will be amended
accordingly. Any additional annual leave to be awarded will be from within the current
financial year only. Any annual leave owed to the Trust will be from the current financial
year only.
3.3.3 Term Time Only
Staff who are contracted to work Term Time Only will receive a pro-rata annual leave
entitlement that will be paid with their regular salary. However it is essential that periods of
annual leave are booked during the school holidays. Only in exceptional circumstances
and for short periods of leave, will authorisation for annual leave be granted during the
working term.
Staff working term time only may work in schools where the term time equates to less than
the 40 weeks they are contracted to work. In this instance staff must agree with their
manager when the additional hours will be worked.
All term time only staff must allocate all their annual leave periods at the beginning of the
Annual Leave year and this will be authorised by the line manager. Where a member of
staff is sick during non-working time, they will only be entitled to covert this to paid
sickness absence during authorised annual leave periods. If this occurs, the annual leave
entitlement will be re-allocated outside of term time.
3.4 Calculation of NHS Service
Previous continuous service with an NHS employer will count towards service for annual
leave purposes therefore where there is no break in service annual leave will be calculated
from the continuous start date with the NHS.
Where there is a break in NHS service, previous periods of service with other NHS
employers will be considered as ‘aggregated’ service and will count towards service for
annual leave calculation on production of formal documentary evidence of completed
years’ service.
3.5 Joining and Leaving the Trust
Annual leave is accrued on a pro-rata basis, therefore in the year of joining and leaving the
Trust, annual leave will be calculated on the basis of the number of complete calendar
months in employment. Staff joining the Trust will therefore accrue annual leave on a prorata basis in the first year and those leaving the Trust will also accrue annual leave on a
pro-rata basis in their final year. In this case annual leave for the whole year will be
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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divided by 12 and multiplied by the number of full months worked. However should this
leave cross over a financial year the maximum amount of leave payable is 10 days (see
Section 3.12).
3.6 Payment in Lieu
Employees dismissed for disciplinary reasons will only be entitled to payment in lieu for
completed calendar months. Only in exceptional circumstances will payments be made for
other reasons.
3.7 Death in Service
Where an employee dies in service, a payment equivalent to the balance of the annual
leave entitlement at the date of the death, calculated on a proportionate basis, shall be
paid to the employee’s estate.
There will be no deduction from the final salary for any annual leave taken in excess of
entitlement.
3.8 Management of Annual Leave
Authorisation for annual leave is at the discretion of the line manager who will consider the
request in line with service requirements and requests from other members of staff. A
manager is entitled to refuse a request if there is inadequate cover.
3.8.1
To allow line managers to make alternative arrangements, annual leave should be
requested 8 weeks in advance where possible. Request for leave at short notice
can be agreed providing that there is no disruption to service delivery.
3.8.2
Holiday arrangements should not be made prior to the receipt of authorisation.
Deposits for holidays may be lost and this is the sole responsibility of the member
of staff.
3.8.3
Managers must ensure that appropriate arrangements are in place to facilitate a
spread of annual leave throughout the year, which meets the needs of the service.
In most cases this will mean defined maximum numbers of staff on annual leave
within teams. In normal circumstances staff will book their own leave, however in
exceptional circumstances minimum numbers of staff on annual leave may also be
required, to ensure that all shifts are staffed adequately. In those cases managers
will discuss those requirements with all staff concerned and reach agreement on
the allocation of leave ensuring this is done fairly and with a minimum of 8 week’s
notice.
3.9 Unpaid Leave
There may be occasions where an employee requests unpaid leave. This will be
considered by the line manager and permitted in cases where the needs of the service are
not compromised.
3.10 Extended Periods of Annual Leave
In special circumstances, staff may request extended periods of annual leave, including
unpaid leave e.g. four weeks leave at one time. Requests for extended leave will not be
unreasonably refused but will also be considered in light of service requirements and
arrangements for cover.
Blackpool Teaching Hospitals NHS Foundation Trust
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Title: Annual Leave
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3.11 Sickness during Annual Leave
On receipt of certification, which may include self-certification, the leave will stop at the
date of certification. Any period exceeding seven calendar days must be established with
a medical certificate.
Staff will not be entitled to an additional day off if they are sick on a public holiday.
Term Time Only employees will only be entitled to convert annual leave to sickness
absence on dates that have been allocated and authorised as annual leave.
If employees have been off long term sick and unable to take annual leave by the end of
the annual leave year they may carry over 10 days (Pro rata for part time employees) in
accordance with the Working Time Directive and the Annual Leave Policy (See Section 7).
In cases where the 10 days carry over does not provide the legal minimum of annual leave
across the 2 years, this will be increased accordingly.
Please note, these amounts are pro-rata for part-time employees.
Employees may request annual leave for holidays whilst on sickness absence from work
and appropriate annual leave payments will be made. Employees should speak to their
line manager prior to booking the holiday.
Any member of staff that leaves the Trust due to ill health following a formal process under
the sickness absence policy will be entitled to have their full amount of annual leave paid
in full. This will be received in their last pay.
3.12 Changes to Contractual Arrangements
Where there is a contractual change of working hours during the annual leave year,
entitlement will be recalculated based on the number of months worked at the original
hours and the number of months worked on the new hours.
Example:
•
•
•
X number of months at the old rate = A
X number of months at the new rate = B
C = Total Annual leave therefore A+B = C.
3.13 Public Holidays
Public Holidays for part-time staff will be calculated on a pro-rata basis and this is included
in the Annual Leave Calculation Chart (see appendix 1).
Public holidays must be booked and taken in accordance with the employees working
patterns. Part time staff cannot change their days of work to avoid booking and taking
bank holidays.
Public Holidays must be booked at the normal shift hours for that day eg. If you work 5.0
hours on a Monday then you would book 5.0 hours on a Public Holiday for that Monday. If
you work 12 hours, you would book 12 hours.
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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3.14 Emergency Cover
Employees required to work or be on call on a Public Holiday will be entitled to the
equivalent time in lieu at plain time rates in addition to the appropriate payment for the
Public Holiday work.
4 ATTACHMENTS
Appendix Number Title
1
Table 1 Annual Leave Entitlement for Complete Years Exclusive of
Bank Holidays
2
Table 2 Bank Holiday Entitlement
3
Annual Leave Entitlement Summary
4
Equality Impact Assessment Tool
5 ELECTRONIC AND MANUAL RECORDING OF INFORMATION
Electronic Database for Procedural Documents
Held by Policy Co-ordinators/Archive Office
6 LOCATIONS THIS DOCUMENT ISSUED TO
Copy No
Location
1
Intranet
2
Wards, Departments and Service
Date Issued
26/06/2014
26/06/2014
7 OTHER RELEVANT/ASSOCIATED DOCUMENTS
Unique Identifier
Title and web links from the document library
CORP/PROC/200
Grievance Procedure
http://fcsharepoint/trustdocuments/Documents/CORP-PROC200.doc
CORP/POL/011
Management of Sickness Absence
http://fcsharepoint/trustdocuments/Documents/CORP-POL011.docx
8
SUPPORTING REFERENCES/EVIDENCE BASED DOCUMENTS
References In Full
Agenda for Change Terms and Conditions
9 CONSULTATION WITH STAFF AND PATIENTS
Name
Designation
HR Policy Forum
JNCC
10 DEFINITIONS/GLOSSARY OF TERMS
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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11 AUTHOR/DIVISIONAL/DIRECTORATE MANAGER APPROVAL
Issued By
Eleanor
Palmer- Checked By
Louise Benfield
Rigby
Job Title
HR Business Partner Job Title
Head of Employee
Relations
Date
June 2014
Date
June 2014
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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Appendix 1: Table 1 - Agenda For Change: Annual Leave Entitlement For Complete
Years Exclusive Of Bank Holidays
WEEKLY BASIC
CONTRACTED
HOURS
ON
APPOINTMENT
AFTER 5
YEARS
SERVICE
29 DAYS
27 DAYS
AFTER 10
YEARS
SERVICE
33 DAYS
HOURS EQUIVALENT:
37.5
37.0
36.5
36.0
35.5
35.0
34.5
34.0
33.5
33.0
32.5
32.0
31.5
31.0
30.5
30.0
29.5
29.0
28.5
28.0
27.5
27.0
26.5
26.0
25.5
25.0
24.5
24.0
23.5
23.0
22.5
22.0
21.5
21.0
20.5
20.0
19.5
Formula is
202.5
200.0
197.0
194.5
191.5
189.0
186.5
183.5
181.0
178.0
175.5
173.0
170.0
167.5
164.5
162.0
159.5
156.5
154.0
151.0
148.5
146.0
143.0
140.5
137.5
135.0
132.5
129.5
127.0
124.0
121.5
119.0
116.0
113.5
110.5
108.0
105.5
217.5
214.5
211.5
209.0
206.0
203.0
200.0
197.0
194.5
191.5
188.5
185.5
182.5
180.0
177.0
174.0
171.0
168.0
165.5
162.5
159.5
156.5
153.5
151.0
148.0
145.0
142.0
139.0
136.5
133.5
130.5
127.5
124.5
122.0
119.0
116.0
113.0
Weekly Contracted Hrs X No. of Days Annual Entitlement
5
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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247.5
244.0
241.0
237.5
234.5
231.0
227.5
224.5
221.0
218.0
214.5
211.0
208.0
204.5
201.5
198.0
194.5
191.5
188.0
185.0
181.5
178.0
175.0
171.5
168.5
165.0
161.5
158.5
155.0
152.0
148.5
145.0
142.0
138.5
135.5
132.0
128.5
Appendix 1: Table 1 - Agenda For Change: Annual Leave Entitlement For Complete
Years Exclusive Of Bank Holidays
WEEKLY BASIC
CONTRACTED
HOURS
ON
APPOINTMENT
AFTER 5
AFTER 10
YEARS
YEARS
SERVICE
SERVICE
29 DAYS
33 DAYS
HOURS EQUIVALENT:
27 DAYS
19.0
18.5
18.0
17.5
17.0
16.5
16.0
15.5
15.0
14.5
14.0
13.5
13.0
12.5
12.0
11.5
11.0
10.5
10.0
9.5
9.0
8.5
8.0
7.5
7.0
6.5
6.0
5.5
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
0.5
Formula is
102.5
100.0
97.0
94.5
92.0
89.0
86.5
83.5
81.0
78.5
75.5
73.0
70.0
67.5
65.0
62.0
59.5
56.5
54.0
51.5
48.5
46.0
43.0
40.5
38.0
35.0
32.5
29.5
27.0
24.5
21.5
19.0
16.0
13.5
11.0
8.0
5.5
2.5
110.0
107.5
104.5
101.5
98.5
95.5
93.0
90.0
87.0
84.0
81.0
78.5
75.5
72.5
69.5
66.5
64.0
61.0
58.0
55.0
52.0
49.5
46.5
43.5
40.5
37.5
35.0
32.0
29.0
26.0
23.0
20.5
17.5
14.5
11.5
8.5
6.0
3.0
Weekly Contracted Hrs X No. of Days Annual Entitlement
5
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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125.5
122.0
119.0
115.5
112.0
109.0
105.5
102.5
99.0
95.5
92.5
89.0
86.0
82.5
79.0
76.0
72.5
69.5
66.0
62.5
59.5
56.0
53.0
49.5
46.0
43.0
39.5
36.5
33.0
29.5
26.5
23.0
20.0
16.5
13.0
10.0
6.5
3.5
Appendix 2: Table 2 - Agenda For Change: Calculation Of Bank Holiday Entitlement
WEEKLY BASIC CONTRACTED
HOURS
HOURLY ENTITLEMENT FOR
FULL LEAVE YEAR
37.5
37.0
36.5
36.0
35.5
35.0
34.5
34.0
33.5
33.0
32.5
32.0
31.5
31.0
30.5
30.0
29.5
29.0
28.5
28.0
27.5
27.0
26.5
26.0
25.5
25.0
24.5
24.0
23.5
23.0
22.5
22.0
21.5
21.0
20.5
20.0
19.5
(8 BANK HOLIDAYS)
60.0
59.0
58.5
57.5
57.0
56.0
55.0
54.5
53.5
53.0
52.0
51.0
50.5
49.5
49.0
48.0
47.0
46.5
45.5
45.0
44.0
43.0
42.5
41.5
41.0
40.0
39.0
38.5
37.5
37.0
36.0
35.0
34.5
33.5
33.0
32.0
31.0
Formula is
HOURLY ENTITLEMENT FOR
ONE BANK HOLIDAY
(FOR USE AS A MULTIPLIER)
Weekly Contracted Hrs X No. of Days Annual Entitlement
5
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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7.5
7.4
7.3
7.2
7.1
7.0
6.9
6.8
6.7
6.6
6.5
6.4
6.3
6.2
6.1
6.0
5.9
5.8
5.7
5.6
5.5
5.4
5.3
5.2
5.1
5.0
4.9
4.8
4.7
4.6
4.5
4.4
4.3
4.2
4.1
4.0
3.9
Appendix 2: Table 2 - Agenda For Change: Calculation Of Bank Holiday Entitlement
WEEKLY BASIC CONTRACTED
HOURS
HOURLY ENTITLEMENT FOR
FULL LEAVE YEAR
HOURLY ENTITLEMENT FOR
ONE BANK HOLIDAY
(FOR USE AS A MULTIPLIER)
(8 BANK HOLIDAYS)
19.0
18.5
18.0
17.5
17.0
16.5
16.0
15.5
15.0
14.5
14.0
13.5
13.0
12.5
12.0
11.5
11.0
10.5
10.0
9.5
9.0
8.5
8.0
7.5
7.0
6.5
6.0
5.5
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
0.5
Formula is
30.5
29.5
29.0
28.0
27.0
26.5
25.5
25.0
24.0
23.0
22.5
21.5
21.0
20.0
19.0
18.5
17.5
17.0
16.0
15.0
14.5
13.5
13.0
12.0
11.0
10.5
9.5
9.0
8.0
7.0
6.5
5.5
5.0
4.0
3.0
2.5
1.5
1.0
3.8
3.7
3.6
3.5
3.4
3.3
3.2
3.1
3.0
2.9
2.8
2.7
2.6
2.5
2.4
2.3
2.2
2.1
2.0
1.9
1.8
1.7
1.6
1.5
1.4
1.3
1.2
1.1
1.0
0.9
0.8
0.7
0.6
0.5
0.4
0.3
0.2
0.1
Weekly Contracted Hrs X No. of Days Annual Entitlement
5
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
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Appendix 3: Annual Leave Entitlement Summary
For those staff covered by Agenda for Change an employee’s annual leave entitlement is
determined by the length of aggregated NHS service (see Section 3.4) as follows:
Length of Service
Annual Leave
General Public Holidays
On appointment
27 days
8 days
After five years’ service
29 days
8 days
After ten years’ service
33 days
8 days
Where staff have accrued either 5 or 10 years’ service with the NHS (see Section 3.4) this
will result in a re-calculation of entitlement based on completed months. If change takes
place during a month, the original leave entitlement will be used for the months prior to the
anniversary month, with the revised leave entitlement used for the anniversary month until
the end of the annual leave year.
Example: A member of staff who attains 5 years on the 17th September, will have 5
months calculated at 27 days (April to August) and 7 months calculated at 29 days. The 2
entitlements would be added together and converted to hours using the Leave Calculation
Table (See Appendix 1).
Annual leave and general public holiday entitlements should be calculated on an hourly
basis to prevent staff on non-standard shifts receiving more or less than colleagues on
standard shifts.
Medical and Dental staff entitlement to annual leave is as follows:
Consultants
Contract
on
New Up to seven years (on new
contract)
33 days annual leave +
statutory bank holidays
Over seven years (on new
contract)
35 days annual leave +
statutory bank holidays
33 days annual leave + statutory bank holidays
Consultants
Contract
on
Old
33 days annual leave + statutory bank holidays
Associate Specialist
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
Do you have the up to date version? See the intranet for the latest version
Page 13 of 16
Appendix 3: Annual Leave Entitlement Summary
Staff Grade (Old Contract)
Point of scale 01 and
above
25 days annual leave
Point of scale 02 and
above
30 days annual leave
+ 3 days extra statutory + 3 days extra statutory
days
days
+ 8 statutory bank holidays
+8 statutory bank holidays
33 days annual leave + statutory bank holidays
Speciality Doctor
Point of scale 01 and Point of scale 02 and
above
above
Trainee Doctors
CT1-3/S
2/GPVTS
T4-6/FY1
Dental Staff
&
28 days annual leave
32 days annual leave
+ 8 statutory bank holidays
+8 statutory bank holidays
On first two salary points All other dentists on the
of Band a scale
scale
27 days annual leave
32 days annual leave
+ 8 statutory bank holidays
+8 statutory bank holidays
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
Do you have the up to date version? See the intranet for the latest version
Page 14 of 16
Appendix 4: Equality Impact Assessment Form
Department
Organisation Wide
Service or Policy
Procedure
Date Completed:
GROUPS TO BE CONSIDERED
Deprived communities, homeless, substance misusers, people who have a disability, learning disability, older people, children and
families, young people, Lesbian Gay Bi-sexual or Transgender, minority ethnic communities, Gypsy/Roma/Travellers, women/men,
parents, carers, staff, wider community, offenders.
EQUALITY PROTECTED CHARACTERISTICS TO BE CONSIDERED
Age, gender, disability, race, sexual orientation, gender identity (or reassignment), religion and belief, carers, Human Rights and
socio economic/deprivation.
QUESTION
What is the service, leaflet or policy
development?
What are its aims, who are the target
audience?
Does the service, leaflet or policy/
development impact on community safety
•
Crime
•
Community cohesion
Is there any evidence that groups who
should benefit do not? i.e. equal
opportunity monitoring of service users
and/or staff. If none/insufficient local or
national data available consider what
information you need.
Does the service, leaflet or development/
policy have a negative impact on any
geographical or sub group of the
population?
How does the service, leaflet or policy/
development promote equality and
diversity?
Does the service, leaflet or policy/
development
explicitly
include
a
commitment to equality and diversity and
meeting needs? How does it demonstrate
its impact?
Does the Organisation or service
workforce reflect the local population? Do
we employ people from disadvantaged
groups
Will the service, leaflet or policy/
development
i. Improve economic social conditions
in
deprived areas
ii. Use brown field sites
.
Improve public spaces including
creation of green spaces?
Does the service, leaflet or policy/
development promote equity of lifelong
learning?
Does the service, leaflet or policy/
development encourage healthy lifestyles
and reduce risks to health?
Does the service, leaflet or policy/
development impact on transport?
What are the implications of this?
Does
the
service,
leaflet
or
policy/development impact on housing,
housing needs, homelessness, or a
person’s ability to remain at home?
Are there any groups for whom this policy/
service/leaflet would have an impact? Is it
an adverse/negative impact? Does it or
could it (or is the perception that it could
exclude disadvantaged or marginalised
RESPONSE
Issue
Positive
The Procedural Document is to ensure
that all members of staff have clear
guidance on processes to be followed.
The target audience is all staff across the
Organisation who undertakes this
process.
Not applicable to community safety or
crime
Raise awareness of the
Organisations format and
processes
involved
in
relation to the procedural
document.
Yes
–
Clear
processes identified
N/A
N/A
No
N/A
N/A
No
N/A
N/A
Ensures a cohesive approach across the
Organisation in relation to the procedural
document.
All policies and procedural
documents include an EA to
identify any positive or
negative impacts.
The Procedure includes a completed EA
which provides the opportunity to
highlight any potential for a negative /
adverse impact.
Our workforce is reflective of the local
population.
N/A
N/A
N/A
N/A
N/A
None identified
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
Action
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
Do you have the up to date version? See the intranet for the latest version
Page 15 of 16
IMPACT
Negative
Appendix 4: Equality Impact Assessment Form
groups?
ACTION:
Please identify if you are now required to carry out a Full Equality Analysis
Name of Author:
Signature of Author:
No
Eleanor Palmer-Rigby
(Please
delete
appropriate)
Date Signed:
Name of Lead Person:
Signature of Lead Person:
Date Signed:
Name of Manager:
Signature of Manager
Date Signed:
Blackpool Teaching Hospitals NHS Foundation Trust
Revision No: 5
ID No. CORP/POL/219
Title: Annual Leave
Next Review Date: 01/05/2017
Do you have the up to date version? See the intranet for the latest version
Page 16 of 16
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