Picture this. You've just started a new job. The negotiations are being made. Pay, work hours, hybrid working, and holidays. Exciting stuff!
In the UK, workers are legally allowed a baseline amount of paid holiday time, known as statutory holiday allowance. But you may also know it as statutory annual leave.
So, how much of this precious leave are we actually talking about? Let's get down to the nitty-gritty and unlock the secrets of your UK holiday rights!
What is statutory holiday allowance?
In the UK, statutory holiday entitlement is the legal minimum amount of paid annual leave that workers are entitled to under the Working Time Regulations 1998. This means that every worker, no matter their job or industry, gets a minimum amount of paid annual leave. Think of it as your well-deserved break, one that your employers have to provide to stay compliant with the law.
So, how much holiday are you entitled to? For full-time workers in the UK (those working a standard 5-day week), the legal minimum is 28 days of statutory annual leave, which is 5.6 weeks. This applies to everyone from permanent employees to agency workers and temporary staff.
But, of course, work isn't always a simple 9-to-5, is it? Let's explore how different working patterns can affect your holiday entitlement and make sure you're getting the break you deserve.
Calculating UK statutory holiday allowance
Full-time workers (5-day week)
If you’re a full-time worker, your statutory minimum holiday entitlement is straightforward. You’re entitled to a minimum of 28 days of annual leave per year. That's your guaranteed, no-strings-attached break!
A quick heads up about bank holidays - your employer can choose to count them as part of this allowance, but they don’t have to. It's worth checking your contract or speaking to your HR team to clarify how bank holidays are handled in your workplace.
It doesn’t matter if you’re working in a permanent or temporary position - you’re entitled to minimum holiday either way. So, you can rest assured knowing you're getting what’s rightfully yours for your hard work.
Part-time workers
Working part-time? No worries, you're still entitled to your fair share of holiday. Part-time workers in the UK are entitled to a pro-rata share of the 28 day statutory holiday allowance. The calculation is simple:
- The simple formula: Number of days worked per week x 5.6 = your annual leave entitlement in days.
Let's look at a couple of examples:
- If you work 3 days a week: 3 x 5.6 = 16.8 days of annual leave.
- If you work 4 days a week: 4 x 5.6 = 22.4 days of annual leave.
It’s good to know that employers in the UK are required to round up these figures to the nearest half or whole day, so you always get a little extra. They can never round down!
This pro-rata method also works for those with irregular hours or on zero-hours contracts. If you have an irregular schedule and want to calculate your holiday entitlement in weeks, we've got a helpful guide on how to calculate annual leave.
What if I work more than five days per week?
If you work more than five days a week, your statutory holiday remains capped at 28 days per year. Anything beyond this typically depends on your employer’s policies.
Often, businesses looking to attract the best people will offer more than the statutory entitlement of 5.6 weeks' holiday pay. If you are offered more, this’ll usually be clearly stated in your offer letter, employee handbook, or contract of employment. If you’re unsure, double-check the documents or get in touch with HR to clear things up!
For employees starting mid-year
Starting a new job halfway through the year? Don’t worry, you’re still entitled to paid time off. If you join a company partway through its holiday year, your entitlement will be calculated on a pro-rata basis, relative to the time you’ve been employed within that period.
Understanding the pro rata calculation
- If your company’s holiday year runs from January to December:
- If you start in July, you’ll be entitled to half the annual statutory allowance. If the full-time allowance is the standard 28 days, you’d get 14 days.
- If your company’s holiday year is from April to March:
- Again, assuming the full time allowance is the standard 28 days, if you start in January, you’d get 3 months worth of holiday - basically a quarter of the year's holiday allowance.
For detailed calculations, take a look at our statutory holiday calculator.
What about bank holidays?
One of the most common questions about UK holiday entitlement is whether bank holidays are included in the 28-day allowance. Unfortunately, there’s no one straight answer - it depends on your employment contract.
How bank holidays can be treated
- Included in the statutory allowance: Your employer can choose to include the typical 8 in England and Wales as part of the 28-day statutory entitlement.
- Offered in addition: Alternatively, they can offer bank holidays in addition to the statutory leave.
While some roles require employees to take bank holidays as leave, in others, you may be required to work on those days or given them as optional time off. The specifics will be outlined in your employment contract.
Common bank holiday practices
- Substitute days: Some employers may allow staff to take ‘substitute’ days off if they work on bank holidays
- Enhanced pay: Others may pay extra for those shifts on bank holidays. (eg. time and a half)
- Optional time off: Some employers give the bank holiday as optional time off
To avoid confusion, always clarify these details with your HR department or line manager.
Using your statutory holiday allowance effectively
Legally, you can start using your annual leave from the day you begin employment. That said, some companies may use an accrual system, which staggers access to holiday allowance over your first year. For example, you might earn leave as you go, rather than receiving the full 28 days upfront.
There may also be times when your employers mandate time off, like during company shutdowns or public holidays. On the other hand, there might be busier times when you can’t book a holiday. But don’t worry, all these rules should be made clear in your contract.
Make sure that you’re planning ahead when looking to book a holiday. Discuss these plans with your line manager as soon as you can, especially if you’re planning to go during popular holiday periods. It’s also a good idea to spread your leave throughout the year, to avoid that feeling of burnout!
Can you carry over unused leave?
Ideally, you should be using your full holiday allowance with your employer's holiday year. But life does happen, and sometimes taking time off just isn't possible. So the question is, what happens to your unused holiday?
Unfortunately in most scenarios, it's a case of use it or lose it. You’re encouraged to take your full holiday entitlement with the holiday year. Any unused days might be lost. So, try to make sure you’re taking full advantage of your allowance!
However, there are some exceptions:
- Maternity or sick leave: If you couldn’t take leave due to maternity or sick leave, you may carry over up to 20 days to the next holiday year.
- 18-month rule: Carried-over leave must typically be used within 18 months of the year it was accrued.
In some cases, your employer might allow you to carry over more leave, but it’s no guarantee. Again, have a quick chat with your employer or HR team if you’re not entirely sure.
Do you get paid during statutory holiday leave?
But wait! If I’m on holiday, surely I’m not getting paid, we hear you ask?
Surprise! Statutory holiday allowance is a form of paid leave. So you’re entitled to your usual pay, even whilst chilling at the beach.
However, payment in lieu of untaken leave is only allowed in specific situations, such as when an employee is leaving and can’t take their accrued holiday before their last working day.
If you're self-employed, you're not entitled to statutory paid holiday. You'll need to factor in time off and its financial implications yourself. The same applies for members of the police, civil protection services, and the armed forces as they have different rules regarding paid holiday.
For workers with fluctuating incomes, such as those paid by commission, holiday pay is calculated as a 12-week average of previous earnings.
How the right tools simplify managing leave
Managing holiday allowances can be tricky, especially in growing businesses with varied working patterns. That’s where an online staff leave planner makes all the difference.
At Timetastic, we’ve developed a smart, easy-to-use online platform that simplifies everything, like our statutory holiday calculator that lets you see how much holiday you should have based on your start date at work!
With features like automated pro-rata calculations, real-time team availability updates, and leave policy management, we take the guesswork and admin out of managing annual leave.
Sounds good? Great! Sign up today for your one-month free trial, and discover how effortless holiday management can be for your business.