Between the rise of "quiet quitting" and the ongoing debate over the four-day work week, the way we view our downtime is changing. In the UK, the pressure to stay constantly connected — checking Slack at dinner or skimming emails on a Saturday — has made it harder than ever to fully disconnect. It’s no wonder that Google searches for ‘signs of burnout’ have jumped by a massive 150% in the last year.
Are Brits struggling to switch off?
While annual leave is designed to be our safety valve, our latest research shows a nation struggling to take the break it desperately needs. This isn’t just making us tired; it’s hitting our mental health and our bank accounts.
Using internal data from Timetastic’s leave management platform, we’ve analysed the habits of over 180,000 workers to see how much leave is actually being taken (and how much is being binned). We’ve also teamed up with Dr Ravi Gill, Practitioner Psychologist and Workplace Wellbeing Consultant at Smart Mind Health, to dig into the psychological barriers that keep us tethered to our desks.
"Taking time off isn’t just a perk, it’s essential for productivity, creativity, and mental wellbeing," says Sarah Crammond, Customer Success Expert at Timetastic.
"But many workers still feel unable to fully switch off, which is having a major effect on employee engagement, long-term business performance, and overall wellbeing."
How much holiday do workers actually get?
In the UK, most full-time workers are legally entitled to 28 days of annual leave. Our data shows that, on average, businesses are actually a little more generous than the law requires. The average holiday allowance for a standard full-time contract is 22.4 days per year (excluding bank holidays).
But here’s the catch: simply offering the days isn't enough. You can give someone 40 days of leave, but if company culture and workload pressures make them feel bad for using them, those days will just sit there. Workplace expectations often dictate whether an employee feels comfortable clicking that 'request' button. This problem is just as real for shift workers and staff on rotas as it is for those on fixed hours.
If you're unsure where your team stands, it's worth checking how much the UK statutory holiday allowance is to make sure you’re hitting the basics before building a better culture.
The big problem: Thousands aren’t using their leave
The most startling find in our 2026 Annual Leave Report is how much leave is left on the table. A staggering 26% of workers had more than 15 days of unused leave at the end of the year. That is three full working weeks of rest that completely vanished.
Even more concerning? Only 18% of employees used their entire allowance.
This is a loud-and-clear signal of a deeper problem. If a quarter of your team can’t find the time to step away for two weeks, your workloads or expectations probably aren't sustainable. This pattern can be particularly pronounced in industries that rely on shift rotas like retail, hospitality, and healthcare. Where cover concerns and rota gaps make employees feel they simply can't step away.
Dr Ravi Gill highlights that this often comes down to internalised "workplace guilt."
“One of the most common barriers is workplace guilt. Many employees feel they are letting their team down or increasing pressure on colleagues by being absent. This is particularly strong in high-responsibility or caring roles, where people may feel a heightened sense of duty and accountability," Dr Gill explains.
“Another key barrier is presenteeism culture, which is the belief that being constantly available equates to being committed or high-performing. In environments where overwork is normalised or subtly rewarded, taking leave can feel like a sign of weakness or lack of dedication. The ‘hustle culture’ within modern society promotes this."
Presenteeism is the pressure to be at your desk or logged into your apps, even if you’re not firing on all cylinders. It’s about being physically present (or digitally active) for the sake of appearances rather than actual output. When this becomes the standard, the boundary between work and life blurs, making it almost impossible for someone to justify a proper break.
Dr Gill goes on to explain: “There is also the issue of perceived workload and backlog anxiety. Employees often avoid taking time off because they anticipate returning to an overwhelming volume of emails, tasks, or unresolved issues. This creates a short-term avoidance cycle, where not taking leave feels easier in the moment but contributes to longer-term stress."
“Finally, some individuals feel anxious about stepping away because they cannot monitor or manage what is happening in their absence. This is particularly relevant for those in leadership roles or individuals with high levels of responsibility. This can also be seen in individuals with certain personality factors. People with perfectionistic traits or high conscientiousness may struggle to “switch off,” feeling that work must be completed to a certain standard before they can justify a break.”
The mental cost of not taking leave
When we skip our holidays, we aren't just "powering through"; we’re creeping closer to burnout. Dr Gill notes that failing to take regular breaks has a physiological toll.
“Taking annual leave is essential for psychological recovery as work places ongoing demands on the mind and body, activating stress systems. Time off allows these systems to return to baseline, reducing physiological strain. Without adequate recovery, stress accumulates and can lead to longer-term health consequences."
“Not taking regular leave increases the risk of burnout, which leads to emotional exhaustion, depersonalisation, and reduced personal accomplishment. Research consistently shows that insufficient recovery time is a major predictor of burnout, as individuals are not given the opportunity to replenish depleted emotional and cognitive resources.”
The risk is so high that back in 2019, the World Health Organization officially recognized burnout as an "occupational phenomenon." It’s the result of chronic workplace stress that hasn't been managed.
“The brain has a limited capacity for processing information," Dr Gill adds. “Prolonged periods of work without rest can overload this system, leading to reduced concentration, poorer decision-making, and increased errors. Breaks and extended leave help restore cognitive capacity, improve performance, and improve emotional stability.”
Workers in shift-based roles face an added layer of pressure here. Unpredictable rotas, last-minute clocking-in changes, and irregular hours all make it harder to mentally plan for and protect their downtime. Understanding what burnout is and how to avoid it is step one for any manager who wants a high-performing team.
The financial cost of not taking leave
If the mental health impact doesn’t convince you, maybe the cold, hard cash will. If you work for a business that doesn't allow you to carry leave over, skipping your holiday is essentially like handing your salary back to your boss. You are working for free.
For the 26% of people who left 15 days on the table last year, here is what that looks like in lost wages:
That’s a lot of money to leave behind.
When do Brits take their holidays?
Our data shows that leave isn't evenly distributed throughout the year. We tend to cluster our breaks around specific events.
Unsurprisingly, December (13.4%) is the most popular month as people wind down for Christmas and New Year. February and April also see big spikes, likely thanks to half-term and Easter breaks. On the flip side, November is the "dead zone" for holidays, with just 1.4% of leave taken.
For businesses, this seasonality is a vital planning tool, particularly for those managing shift-based teams on rolling rotas. Crammond suggests: "Businesses should annually be reviewing how leave is distributed throughout the year so they can plan staff and workloads for when they expect months of high leave."
"Businesses should be annually reviewing how leave is distributed throughout the year so they can plan staff and workloads for when they expect months of high leave. By understanding these seasonal patterns, organisations can move from a reactive approach to proactive workforce planning. It allows them to anticipate pressure points well in advance, ensure adequate rota cover is in place, and avoid productivity dips during peak holiday periods.”
“This kind of visibility also helps businesses make smarter decisions around hiring temporary support, redistributing workloads, or scheduling key projects during quieter periods. Ultimately, having a clear picture of when employees are most likely to take time off enables companies to maintain operational stability, protect team wellbeing, and deliver a more consistent service to customers all year round."
How far ahead do we plan our holidays?
We might be struggling to take our leave, but we are certainly thinking about it. On average, holidays are booked 127 days in advance — that’s just over four months of looking forward to a beach or a lie-in.
The good news? Managers are holding up their end of the bargain. The average approval time for a holiday request is just over three days, meaning most businesses have efficient processes to get those dates in the diary. For teams that use digital rota software or staff scheduling tools, this approval loop tends to be even faster. Managers can see at a glance who is clocked in, who is off, and where the gaps are.
This "anticipation phase" is actually great for your brain, as Dr Gill explains:
“Having something to look forward to, such as an upcoming holiday or planned time off, can have a measurable positive impact on mood, motivation, and productivity at work. According to Goal Setting Theory, working towards a clear, time-bound reward, such as time off, can increase effort and persistence. Employees are more likely to stay engaged and productive when they know rest is coming, as it creates a sense of structure and purpose."
“Studies on recovery and wellbeing suggest that people report improved wellbeing in the lead-up to holidays, not just afterwards. This pre-holiday boost can reduce feelings of strain and make workloads feel more manageable and support emotional resilience. It provides a psychological anchor during demanding periods, helping individuals tolerate stress more effectively. In simple terms, it shifts the mindset from ‘endless pressure’ to ‘this is temporary’, which can significantly improve both mood and performance.”
Why do so many holidays get cancelled?
Even when we do manage to book a break, it doesn't always happen. Our data reveals that nearly one in five booked holidays (19.9%) are later cancelled.
Out of over 372,710 holidays booked in 2025 using our platform, over 74,236 never happened. Why? Usually, it's a mix of:
- Changing workloads: The dreaded "unexpected project" that lands on your desk the Friday before you leave.
- Personal circumstances: Life happens, and sometimes plans have to change.
- Travel shifts: Flights get moved, or plans fall through.
- Rota gaps and cover issues: Particularly common in shift-based industries, where a colleague calling in sick or a rota not being filled can derail even the most carefully planned break.
However, if your team is constantly binning their breaks because they’re too busy, you have a problem. As Crammond notes:
“Frequent holiday cancellations can sometimes indicate deeper workplace issues, such as understaffing or an inability for employees to step away from their responsibilities, which need to be addressed.”
“By identifying patterns in cancelled leave, businesses can uncover where teams may be under pressure or lacking adequate cover, and take steps to resolve this.”
How businesses can encourage employees to switch off
Creating a culture where people actually use their leave requires more than just a policy in an employee handbook. It requires action.
Here are a few ways to make sure your team feels supported:
- Encourage early booking: If people book four months out, you have more time to plan the cover.
- Get your rota right: If shift cover is always uncertain, people will never feel safe stepping away. Using a rota planner or staff scheduling tool to build cover in advance removes one of the most common excuses for cancelled leave.
- Watch the balances: Use your leave management tool to spot people who have gone long periods of time without booking leave, or who have large numbers of leave left towards the end of the year.
- Manage the "Away" workload: Make sure people aren't returning to a mountain of 1,000 emails. Clear the decks for them so they can actually relax.
- Lead from the top: If the CEO never takes a day off, the junior staff won’t either. Managers need to visibly take their holidays and talk about them.
Dr Gill notes that this support pays off in the long run:
“The Conservation of Resources Theory suggests that when individuals have the opportunity to replenish energy and resilience, they are better equipped to cope with work demands. This leads to increased engagement, a stronger sense of competence, and more positive attitudes towards their role, all of which contribute to greater satisfaction at work. In addition, taking leave can improve perspective and meaning. Stepping away from day-to-day pressures allows individuals to reflect, reset priorities, and return with renewed motivation.”
“Finally, organisations that actively encourage annual leave tend to foster a healthier work culture. When employees feel supported to rest and maintain balance, it enhances feelings of being valued and respected. This, in turn, strengthens job satisfaction, organisational commitment, and long-term retention.”
The bottom line
Annual leave isn't a "nice to have" or a luxury — it’s a vital part of a smart business strategy. When your team is rested, they are sharper, kinder, and more productive. For managers running shift-based teams on rotas, that means building leave planning and clocking-in visibility into your operations from day one, not as an afterthought.
It’s time to move away from the "grind" and start prioritising work-life balance and company culture.
Join thousands of smart businesses using Timetastic to take the stress out of staff holiday planning. It’s simple, supportive, and designed to keep your work life running smoothly.