UK Holiday Leave Guide 2026 — Annual Leave Rules, Carryover, Pay

1. How much UK holiday entitlement?

UK statutory minimum is 5.6 weeks of paid annual leave per year, capped at 28 days for full-time workers. The 5.6 weeks comes from the original 4-week EU Working Time Directive minimum plus 1.6 additional UK weeks added in 2007.

Calculation by working pattern:

Use our UK Holiday Entitlement Calculator for your specific working pattern, including mid-year starters and bank holiday treatment.

2. UK bank holidays inclusive vs exclusive

UK contracts vary on whether bank holidays are part of your 28 days or on top. Two patterns:

• Inclusive (~70% of UK contracts): "28 days inclusive of bank holidays". 8 of your 28 days get used as the 8 UK bank holidays (E&W); you have 20 left to book voluntarily.
• Exclusive (~30% of UK contracts): "20 days plus bank holidays". You get 28 days total (20 voluntary + 8 bank holidays). More generous — common in financial services, professional services, public sector.

If you work bank holidays (retail, hospitality, healthcare):

You get all 28 days as bookable leave (since the bank holidays you're working aren't taken as leave). Many contracts also provide enhanced bank holiday pay or alternative day off in lieu.

See our UK Bank Holidays 2026/27 guide for the full 2026 and 2027 bank holiday list.

3. Part-time and irregular hours UK holiday

Part-time fixed days:

Multiply weekly working days by 5.6: 4-day week × 5.6 = 22.4 days; 3-day week × 5.6 = 16.8 days. Most UK employers round up to nearest half day in the employee's favour.

Hours-based (variable schedules):

Hours-based workers should multiply weekly hours by 5.6: 20 hours × 5.6 = 112 hours per year of paid leave. Some employers track holiday in hours rather than days for variable shift patterns.

Irregular hours / zero hours (since April 2024):

UK irregular-hours and part-year workers accrue holiday at 12.07% of hours actually worked (5.6 weeks ÷ 46.4 working weeks). Can be paid as rolled-up holiday pay (a uplift on each pay packet) or accrued for time-off.

If you're zero-hours and don't see a holiday pay line on your payslip, your employer is likely doing it incorrectly. Raise with HR or HMRC.

4. Requesting and taking UK holiday

UK holiday requests typically follow:

• Notice period: Most contracts require notice equal to twice the length of the holiday (so 2 days notice for 1 day off, 2 weeks notice for 1 week off).
• Method: Through your employer's HR system, by email to your manager, or per their specific procedure.
• Approval: Manager approves or refuses. Refusal must be timely (counter-notice equal to or longer than the requested leave).
• Documentation: Approved leave should be confirmed in writing/HR system.

Best practice:

• Submit longer leave (1+ weeks) at least 6-8 weeks ahead
• Avoid peak business periods if avoidable
• Coordinate with team to avoid clashes
• Don't book non-refundable holidays before approval

For year-end leave rush, plan in advance. Many UK employers see 60% of annual leave booked in the last 8 weeks of the leave year — leading to refused requests.

5. UK employer refusing holiday

UK employers can refuse holiday requests provided:

• Counter-notice is at least as long as the leave requested
• The refusal isn't preventing you from taking your statutory minimum
• The refusal isn't discriminatory (can't refuse all flexible-pattern workers but allow standard ones)

Common reasons UK employers refuse:

• Peak business periods (retail Christmas, accountancy year-end, etc.)
• Multiple staff already on leave
• Critical project deadlines
• Insufficient notice

UK employers can also REQUIRE you to take holiday at specific times (Christmas shutdowns are common in office roles), provided they give twice the notice of the leave period. They cannot prevent you from taking your statutory minimum during the leave year.

6. UK holiday pay calculation

Holiday pay must reflect "normal pay" — not just basic salary if you regularly receive other elements:

• Fixed salary: Holiday pay is your normal weekly salary.
• Variable hours: Holiday pay calculated on average pay over previous 52 weeks (changed from 12 weeks in April 2020).
• Commission: If commission is "intrinsic to your role" (Lock v British Gas case law), it must be included in holiday pay calculations.
• Regular overtime: Must be included in holiday pay if "regularly required" by employer (Bear Scotland v Fulton).
• Bonuses: Discretionary bonuses generally don't count, but performance-related bonuses tied to the role may.

Holiday pay errors are one of the most-litigated UK employment issues. If your variable pay (overtime, commission) regularly exceeds 10-15% of your basic, your holiday pay calculation may be wrong. Use 52-week average for accuracy.

7. Carrying over UK holiday

UK holiday carryover rules are complex. The 5.6 weeks statutory leave is split:

• 4 weeks (EU-derived): Generally cannot be carried over. Must be taken in the leave year or lost.
• 1.6 weeks (UK additional): Can be carried into the next year if the contract permits.
• Above-statutory contractual leave: Carryover per whatever your contract specifies. Many UK employers cap at 5 days carryover with manager approval.

Statutory exceptions allowing carryover of 4 weeks:

• Long-term sickness: Up to 18 months carryover allowed (King v Sash Window Workshop, 2017).
• Maternity / paternity / adoption leave: Carryover allowed.
• Employer didn't allow you to take leave: Carryover allowed if employer didn't actively encourage you to take leave or warn you it would be lost.

UK case law strongly protects holiday carryover for the above exceptions. If your employer is denying carryover for genuine sickness or family leave reasons, you have grounds to challenge.

8. UK holiday during sickness

UK holiday rules during sickness:

• Holiday continues to accrue at full statutory rate during any sickness period (no cap).
• Cannot use holiday and SSP simultaneously for the same days — but you can switch from sickness to holiday or vice versa.
• Falling sick during a planned holiday: You can convert holiday days to sick leave if you provide a fit note. Holiday is restored.
• Long-term sick: Holiday continues accruing. Up to 4 weeks can be carried over for up to 18 months once you return.
• Returning from long-term sick with significant accrued leave: Common. Many UK employees return with 6-12 weeks of accrued leave to use or take as PILON.

See our UK Sick Leave Guide for full sickness rules.

9. UK holiday during maternity / parental leave

Holiday continues to accrue during all UK statutory parental leave types:

• Maternity leave (52 weeks)
• Paternity leave (1-2 weeks)
• Adoption leave (52 weeks)
• Shared Parental Leave
• Parental leave (unpaid)

Practical considerations:

• Take holiday before maternity leave starts (if possible) to extend paid time off
• Take accrued holiday immediately after maternity leave for a phased return
• Holiday accrued during 12-month maternity is significant — typically 5-6 weeks for full-time
• Holiday pay during return may be at full rate even if returning to part-time hours

See our UK Maternity Leave Guide for the full maternity picture.

10. UK holiday when leaving a job

When you leave a UK job, accrued but untaken holiday must be paid out as part of your final salary. Calculation:

(annual entitlement × proportion of leave year worked) − days already taken = days owed

Example:

Full-time worker with 28 days/year, leaving 30 September in a Jan-Dec leave year. Has taken 12 days. Calculation: 28 × (9 ÷ 12) = 21 days accrued − 12 days taken = 9 days owed. Paid at normal day rate in final salary.

Conversely:

If you've taken more leave than accrued by your leave date, the employer can usually deduct the overage from your final pay (if your contract permits). Most UK contracts include this clause.

Holiday pay errors on leaving are extremely common. Verify your final payslip carefully — many UK candidates lose £200-£800 on incorrect leaving holiday calculations. Disputes resolve through ACAS Early Conciliation, then if needed Employment Tribunal.

11. UK holiday pay disputes

Common UK holiday disputes:

1. Wrong calculation on leaving: Most common dispute. Verify final payslip; raise with HR; document if unresolved.
2. Holiday pay excluding commission/overtime: If your variable pay regularly exceeds 10-15%, you may be underpaid. UK case law (Lock, Bear Scotland) supports inclusion.
3. Refused carryover during sickness: UK case law (King v Sash) strongly supports carryover during long-term sickness. Strong claim if denied.
4. Forced to take holiday during garden leave: Lawful if employer gives twice the notice of leave length.
5. Bank holiday treatment unclear: Check contract — inclusive vs exclusive should be specified.
6. Self-employed/gig workers being paid no holiday: Many UK 'self-employed' contractors are actually 'workers' under UK law and entitled to holiday pay (Pimlico Plumbers v Smith, etc.).

For unresolved disputes: ACAS Early Conciliation first (free), then Employment Tribunal if needed. Holiday pay claims have a 3-month time limit from each underpayment.

12. UK holiday leave tools and resources