No matter how much you love your job, everyone needs a break…

If you’re unsure of the rules, booking time off can feel stressful. But whether you work part time, full time, or irregular hours, you’re legally entitled to a certain amount of annual leave – and making the most of it is vital to your workplace wellbeing and work/life balance.

Here’s everything you need to know about annual leave in the UK:

Key takeaways from this article

You have a right to rest: Almost all UK workers are entitled to 5.6 weeks of paid holiday a year (statutory leave entitlement).
The 28-day cap: Statutory paid holiday is limited to 28 days per year, even if you work more than five days a week.
Irregular hours and part-year workers: For leave years starting on or after 1 April 2024, holiday is accrued at 12.07% of actual hours worked.
Use it or (mostly) lose it: Statutory leave usually must be taken within the leave year. Some carry-over is allowed in specific cases like sickness or maternity leave.

What is annual leave?

Annual leave is paid time off work that is provided by an employer, which an employee can take for whatever reason they choose.

How much annual leave am I entitled to?

In the UK, you’re legally entitled to at least 5.6 weeks of paid holiday each year. Here’s how that works in practice:

Full-time (five days a week): 28 days’ paid leave per year.
Part-time: Multiply the number of days you work each week by 5.6. For example, three days a week equals 16.8 days’ leave.

If your employer gives more than the legal minimum, that’s called ‘enhanced’ or ‘contractual’ leave. Check your contract for any added perks.

Need help working it out? Use gov.uk’s holiday entitlement calculator.

Calculating holiday for irregular hours, part-year, self-employed, and agency workers

If your hours aren’t regular (zero-hours contracts, term-time work, etc.), or you’re a part-year worker, your statutory entitlement is calculated as 12.07% of the actual hours you work (for leave years starting 1 April 2024 or later).

If you’re genuinely self-employed, paid holiday usually isn’t included. However, if you’re a contractor or freelancer working through an agency, your actual employment status could affect your entitlement. Ask your agency or check your contract to be sure.

Contracting: How to get started as a contract worker

Part-day entitlements

Sometimes, holiday entitlement isn’t a round number. For example, if you work two days a week, you might get 11.2 days’ leave each year. You and your employer can agree how to use these ‘part days’ (half-days off, shorter workdays, etc.) – but employers can’t round entitlement down. In your first year, they must round up part days to the nearest half day; after that, it’s optional.

If you’re employed for less than a year

You’ll receive a proportion of your annual entitlement based on how long you’ve worked there. For example, if you leave a job midway through the holiday year, you’ll accrue leave for the time you worked.

Will I get paid for my annual leave?

Yes, you’re legally entitled to be paid your normal wages whilst on annual leave.

This means that if you work set hours and your role is salary based, your income will be exactly the same as if you worked the time you took off.

However, if your hours or pay varies each week, your holiday pay is usually calculated based on your average pay over the previous 52 weeks (only counting weeks in which you were paid).

Holiday pay for zero hour contracts

If you’re an irregular hours worker or a part-year worker, your employer might use ‘rolled-up holiday pay’.

This is where your holiday pay is added to your hourly rate and paid when you do the work, rather than when you take the time off. If your employer uses this method, your payslip must clearly show the holiday pay amount separately from your basic pay.

Types of employment contracts

How do I request annual leave?

The process for requesting annual leave is likely to vary depending on your organisation.

Usually, it will involve asking for time off using an online HR system or form, or by contacting your line manager directly – specifying your start and end date.

Your manager will then review and approve it, providing you’ve followed the correct procedure (e.g. you gave enough notice) when raising it.

How much notice do I need to give?

The general notice period for taking leave is at least twice as long as the amount of holiday you want to take.

For example:

If you want one day off, you should give two days’ notice.
If you want two weeks off, you should give four weeks’ notice.

Your employer can refuse your leave if they have a valid reason, but only if they give as much notice as the amount of leave requested.

However, these guidelines will always vary from company to company, so it’s always worth checking your employment contract or employee handbook first.

When can annual leave be taken?

Although you’ll usually be able to choose when you take your annual leave, employers may have certain rules in place.

For example, if the organisation has shutdown periods (e.g. Christmas or bank holidays), you may be required to take annual leave during this time. If you don’t, you’ll still have to take time off – but it won’t be paid.

Employers can also restrict when leave can be taken – specifying busy periods as times when employees can’t take time off. For example, workers in retail may be required to work public holidays but can take the days off at another time.

Can I carry leave over to the next year?

Your contract of employment will tell you how many days of leave you can carry over to the next year.

As a general guideline:

If you get 28 days’ leave, you can generally carry over a maximum of eight days (if your employer agrees).
If you get over 28 days’ leave, your employer might also allow you to carry over any additional untaken leave.

If you weren’t able to take your annual leave because you were on another type of leave (e.g. sickness, maternity), you are legally allowed to carry over some of your untaken leave.

Frequently asked questions

Can I get paid in lieu of holiday?

Generally, no. You can’t replace your minimum statutory annual leave with a cash payment. The only exception to this is if you are leaving your job. In that case, you must be paid for any holiday you’ve ‘accrued’ (built up) but haven’t taken yet.

Do bank holidays count as annual leave?

They can do. Your employer can choose to include bank holidays as part of your statutory annual leave (your 5.6 weeks). There is no automatic legal right to paid time off on bank holidays, though many companies do give them as extra. Always check your contract to see where you stand.

What happens if I get sick while on holiday?

If you are ill just before or during your holiday, you can take it as sick leave instead. This means you can save your annual leave days for when you’re actually well enough to enjoy them. You will need to report your sickness to your employer in the usual way (which might include providing a fit note).

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