BT Group: Annual Leave Entitlements
Is your leave entitlement correct?
It has come to our attention that there is no single place where individual annual leave entitlements are held in BT. Therefore, there is no prompt from the Company when an individual’s annual leave entitlement increases in line with the NewGRID Agreement. The responsibility for managing annual leave entitlement is on the individual and their manager. Given this situation, find below the re-printed annual leave entitlements agreed under NewGRID:
| Length of Service | Holidays | Notes | |
| In Days | In Hours | ||
| On entry | 25 days | 180.0 | |
| 5 years | 26 days | 187.2 | Applicable only to people in service at 30 September 2000 |
| 8 years | 27 days | 194.4 | Applicable only to people in service at 30 September 2000 |
| 10 years | 28 days | 201.6 | |
| 18 years | 30 days | 216.0 | |
| 22 years | 32.5 days | 234.0 |
See Note 1 |
Note 1:
Only people in annual leave Group 2 at 30 September 2000 are entitled to 32.5 days after 22 years’ service.
| pre-NewGRID Grades in Annual Leave Group 2 | ||
|---|---|---|
|
|
|
Hours or Days
The nominal leave entitlement for a day is 7.2 hours based on a 5 day, 36 hour week (36 / 5 = 7.2).
The actual leave used to take a day off is the number of hours you were rostered to work on that particular day.
Part-Time or Job Share Workers
Part-time and job sharers annual leave is calculated in hours and is pro rata. Leave entitlement is calculated by expressing the full time equivalent in hours multiplied by the weekly part time hours divided by the weekly full time hours. For example:
A part-time employee working 20 hours a week with 18 years’ service.
Full time equivalent in hours = 30 x 7.2 = 216
Weekly part-time hours = 20
Weekly full time hours = 36
Leave Allocation = 216 x (20/36) = 120 hours.
If you believe that you are being allocated the incorrect amount of leave, in the first instance contact your manager to correct this. If you do not get any satisfaction then contact the Branch.
Tip: If you are booking a holiday, book your annual leave to cover the entire period, including Weekends, even if you are not rostered to work those days. This will cost you nothing in terms of leave and avoids problems if your roster pattern changes between booking your leave and taking it.
