In accordance with the provisions of the Working Time Regulations 1998 (as amended 1999), you have an entitlement to paid annual holiday based on an entitlement of 5.6 weeks per annum (including public holidays).
Your entitlement will be calculated on a pro-rata basis, depending on the number of hours that you work.
The regulations permit this statutory period of leave entitlement to be recognised as a payment when a contract ends but, because of the nature of the work you’re employed to do, your leave entitlement is recognised by enhancing your hourly rate by 12.07%.
The 5.6 weeks paid holiday also includes public holidays.
Work periods
There's no continuity of service between you and the Council - so between the termination of one period of work and the commencement of another period of work.
If you accept work, your period of continuous employment will begin on the date on which the work starts and will end on the date of termination of work.
No employment with a previous employer or under a previous assignment counts towards a period of continuous employment.
Where the Council offers you work, it does not give rise to a presumption that it will offer you further work, or that you will accept any work that it offers you in the future.