Understanding leave entitlements in the United Kingdom is crucial for employers and employees alike. UK employment law provides a baseline of statutory leave, including annual leave, sick leave, and parental leave. However, many companies choose to offer more generous leave packages to attract and retain talent. Navigating these regulations ensures compliance and fosters a positive work environment.
This guide provides an overview of the key aspects of vacation and leave policies in the UK for 2025, covering annual leave, public holidays, sick leave, parental leave, and other types of leave. It aims to provide a clear understanding of the legal requirements and common practices related to leave entitlements in the UK.
Annual Vacation Leave Entitlements and Regulations
The statutory minimum annual leave entitlement in the UK is 5.6 weeks per year for employees working a five-day week. This equates to 28 days of paid annual leave. Part-time workers are entitled to a pro-rata equivalent of this amount.
- An employer can include public holidays as part of the statutory annual leave.
- Additional leave may be offered at the discretion of the employer.
- Employees begin accruing annual leave from their first day of employment.
- Employers can specify when leave can and cannot be taken, with appropriate notice.
- Upon termination of employment, employees are entitled to payment in lieu of any accrued but unused holiday entitlement.
Public Holidays and Observances
England and Wales, Scotland, and Northern Ireland each have their own sets of public holidays. The following table lists the public holidays generally observed in England and Wales in 2025:
| Holiday | Date |
|---|---|
| New Year's Day | January 1 |
| Good Friday | April 18 |
| Easter Monday | April 21 |
| Early May Bank Holiday | May 5 |
| Spring Bank Holiday | May 26 |
| Summer Bank Holiday | August 25 |
| Christmas Day | December 25 |
| Boxing Day | December 26 |
- Note that if a bank holiday falls on a weekend, a 'substitute' weekday becomes a bank holiday, normally the following Monday.
- Employers are not legally required to give employees paid time off for public holidays. The entitlement to time off depends on the terms of the employment contract.
Sick Leave Policies and Pay
Employees in the UK are entitled to Statutory Sick Pay (SSP) if they meet certain eligibility criteria.
- To qualify for SSP, an employee must be earning at least £123 per week (as of 2024-2025) and have been sick for at least four consecutive days (including non-working days).
- SSP is payable from the fourth qualifying day of sickness.
- The weekly rate of SSP is £116.75 (as of 2024-2025).
- SSP is payable for up to 28 weeks.
- Employers may offer contractual sick pay schemes that are more generous than SSP.
- Employees must provide a doctor's note (fit note) if they are sick for more than seven days.
Parental Leave Entitlements
The UK provides several types of parental leave, including maternity leave, paternity leave, and adoption leave.
Maternity Leave
- Eligible employees are entitled to 52 weeks of maternity leave, regardless of their length of service.
- The first 26 weeks are known as Ordinary Maternity Leave, and the last 26 weeks are known as Additional Maternity Leave.
- Statutory Maternity Pay (SMP) is payable for up to 39 weeks.
- For the first six weeks, SMP is paid at 90% of the employee's average weekly earnings.
- For the remaining 33 weeks, SMP is paid at the statutory flat rate of £184.03 per week (as of 2024-2025) or 90% of the employee's average weekly earnings, whichever is lower.
- To qualify for SMP, an employee must have been employed by their employer for at least 26 weeks by the end of the 15th week before the expected week of childbirth and must earn at least £123 per week (as of 2024-2025).
Paternity Leave
- Eligible employees are entitled to one or two weeks of paternity leave.
- Paternity leave must be taken within 56 days of the child's birth or adoption.
- Statutory Paternity Pay (SPP) is paid at the statutory flat rate of £184.03 per week (as of 2024-2025) or 90% of the employee's average weekly earnings, whichever is lower.
- To qualify for SPP, an employee must have been employed by their employer for at least 26 weeks by the end of the 15th week before the expected week of childbirth or the week they were notified of being matched with a child for adoption and must earn at least £123 per week (as of 2024-2025).
Adoption Leave
- Eligible employees who adopt a child are entitled to adoption leave and pay, similar to maternity leave and pay.
- One parent can take adoption leave, while the other can take paternity leave.
- The rules regarding eligibility and payment are broadly similar to those for maternity leave and pay.
Shared Parental Leave
- Shared Parental Leave (SPL) allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of Statutory Shared Parental Pay (ShPP) after the birth or adoption of their child.
- SPL and ShPP can be taken in blocks, and parents can alternate periods of leave.
- To be eligible, both parents must meet certain eligibility requirements related to employment and earnings.
Other Types of Leave
In addition to annual leave, sick leave, and parental leave, employers may offer other types of leave, such as:
- Bereavement Leave: Leave taken due to the death of a close family member. There is no statutory entitlement to bereavement leave, but many employers offer a few days of paid or unpaid leave.
- Study Leave: Leave taken for educational or training purposes. Study leave may be paid or unpaid, depending on the employer's policy.
- Sabbatical Leave: A longer period of leave, typically unpaid, taken for personal or professional development. Sabbaticals are usually offered at the employer's discretion.
- Emergency Leave: Leave to deal with unexpected events, such as a family emergency.
- Jury Duty Leave: Employees are legally required to attend jury duty if summoned. Employers must allow employees time off for jury service, although they are not legally required to pay them during this time. Employees can claim an allowance from the court to cover loss of earnings and expenses.
- Time off for Dependants: Employees have the right to take a reasonable amount of unpaid time off to deal with certain unexpected or sudden emergencies involving a dependant (e.g., a child, partner, or parent).
