United Kingdom Labor Law Guide 🇬🇧
Workers are entitled to 5.6 weeks of paid annual leave per year, which includes public holidays. For full-time workers, this equals 28 days. Part-time workers receive a pro-rata entitlement.
United Kingdom Labor Law Guide
Workers are entitled to 5.6 weeks of paid annual leave per year, which includes public holidays. For full-time workers, this equals 28 days. Part-time workers receive a pro-rata entitlement.
Primary Legislation
Employment Rights Act 1996
Secondary Legislation
Employment Rights Act 1996
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Start Free TrialGeneral Statutory Framework
Essential compliance data regarding minimum entitlement and standard work hours in United Kingdom.
Ref: WTR 1998 Reg 13Workers are entitled to 5.6 weeks of paid annual leave per year, which includes public holidays. For full-time workers, this equals 28 days. Part-time workers receive a pro-rata entitlement.
Accrual
Leave accrues from the first day of employment. During the first year, workers accrue 1/12th of their entitlement each month.
Carry Over
Up to 8 days can be carried over if not reasonably practicable to take leave (COVID-19 provisions extended this). Otherwise, use-it-or-lose-it applies.
Standard Week
48 hours
Max Weekly
48 hours
Max Daily
N/A
Rest Period
11 consecutive hours rest in each 24-hour period. 24 hours uninterrupted rest per week (or 48 hours per fortnight).
Employment Contract & Termination
Notice Period
Minimum statutory notice: 1 week after 1 month's service, plus 1 additional week per year of service, up to 12 weeks maximum. Contractual notice periods often exceed this.
ERA 1996 S.86Probation Period
Typically 3-6 months. Not a statutory requirement but common practice. Different rights may apply during probation as agreed in the contract.
Contractual PracticeCore Labor Obligations
Operational rules regarding leave requests, sick pay, and public holiday work that every HR manager must know.
Ref: Employment Rights Act 1996Leave Requests
Workers must give advance notice equal to twice the length of leave requested. Employers can require notice and can refuse requests.
Sick Pay
Statutory Sick Pay (SSP) of £116.75 per week (2024/25 rate) for up to 28 weeks, starting from the 4th day of sickness.
Holiday Work
No automatic right to time off or extra pay for bank holidays. Entitlement depends on employment contract.
Part-Time Calculation
Pro-rata calculation: (days worked per week ÷ 5) × 28 days = annual leave entitlement.
Parental & Family Leave
Maternity Leave
Up to 52 weeks: 26 weeks Ordinary Maternity Leave plus 26 weeks Additional Maternity Leave. Statutory Maternity Pay (SMP) paid for 39 weeks at 90% of average earnings for 6 weeks, then £184.03/week or 90% (whichever is lower).
ERA 1996 Part VIIIPaternity/Partner Leave
1-2 weeks paid leave for partners. Must be taken within 56 days of birth. Statutory Paternity Pay of £184.03/week or 90% of average earnings (whichever is lower).
Employment Rights ActSick Pay & Compensation
Sick Pay
Statutory Sick Pay (SSP) of £116.75/week (2024/25) payable from the 4th day of sickness for up to 28 weeks. Many employers offer enhanced sick pay schemes above the statutory minimum.
Source: Statutory Sick Pay (General) RegulationsSpecific Laws & Regulations
Unique regulations and legal concepts that distinguish the United Kingdom labor market from others.
48-Hour Week Opt-Out
Workers can voluntarily opt out of the 48-hour maximum working week by signing a written agreement. This opt-out is common in sectors like healthcare, finance, and hospitality. Workers can withdraw their opt-out with 7 days' notice.
Garden Leave
During the notice period, employers may place employees on 'garden leave,' paying full salary while restricting work duties and office access. This prevents employees from working for competitors or accessing sensitive information during the notice period.
Unfair Dismissal Rights
After 2 years of continuous employment, workers gain protection against unfair dismissal. Employers must show a fair reason for dismissal and follow a fair procedure. Automatically unfair reasons (e.g., whistleblowing, pregnancy) require no qualifying period.
Right to Request Flexible Working
Employees with 26 weeks' service can make a statutory request for flexible working arrangements (e.g., part-time, job share, remote work). Employers must handle requests reasonably and can only refuse for specified business reasons.
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Frequently Asked Questions
Are employees entitled to time off for bank holidays?
There is no automatic right to time off on bank holidays. It depends on the employment contract. The 28-day annual leave entitlement usually includes bank holidays.
What happens if a bank holiday falls on a weekend?
A substitute day (usually the following Monday or Tuesday) is designated as the bank holiday to ensure workers don't lose their entitlement.
Can unused annual leave be paid out on termination?
Yes. When employment ends, workers must be paid for any accrued but untaken statutory holiday. This is a legal requirement under the Working Time Regulations.
Looking for the holiday calendar?
View the official United Kingdom public holiday list for 2025.
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Disclaimer: This information is provided for general guidance only and does not constitute legal advice. Always consult official government sources and legal counsel for compliance matters.
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