Annual Leave for Police Officers Policy

1.   Statement of Policy

The aim of this policy is to ensure consistency and accuracy when calculating and allocating annual leave and public holidays meeting the requirements of Police Regulations 2003 (Regulation 33 and Annex O)

The policy also ensures that officers are aware of their leave entitlement and the procedural requirements they must follow when requesting annual leave.

2.   Policy Scope

This policy and associated guidance document apply to all police officers of federated ranks within Dyfed-Powys Police, including those assigned to specialist teams and departments, and those in non-operational roles.

3.    Powers and Policy/Legal Requirements

This policy document should be read in conjunction with the Annual Leave for Police Officer guidance document, and the following: -

• Police Regulations – Regulations 33 & 22 – Annex E & Annex O
• The Working Time Regulations
• The Performance Management Policy
• The Attendance Management Policy
• The Leave for Personal & Family reasons plus other special leave policy.

An Equality Impact Assessment has been completed.

  4.  Options and Contingencies

A list of responsibilities is outlined in the Annual Leave for Police Officers guidance document.

The Code of Ethics principles of Public Service, Courage, Respect & Empathy are relevant to this policy.

This policy aims to support the delivery of Our Plan and Our Culture Pledge. 

5.    Take action and review.

The policy will be review periodically to ensure its effectiveness, and feedback will be sought from key stakeholders and the wider police force.  

Any feedback or dissatisfaction with the policy will be recorded and discussed with the policy owner and appropriate action taken.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: December 2024