Managing holidays ahead of the summer

30 June 2026

While temperatures in the UK are reaching the forties, the idea of a holiday somewhere without the humidity and lack of air con is becoming more appealing to many Brits.  

This summer seems to boast an iron-clad need for some time off. Soaring temperatures are coinciding with the World Cup and this will inevitably lead to more annual leave requests.  

As an employer, it is important to understand your employees’ holiday rights ahead of the summer surge of holiday requests.  

Statutory holiday entitlement in the UK 

In the UK, all employees are entitled to a minimum amount of holiday each year under the Working Time Regulations 1998 (WTR).  

The statutory minimum for full-time employees is 5.6 weeks of paid leave per year, which typically equates to 28 days. 

Part-time employees are entitled to the same amount of leave on a pro-rata basis. For example, a person who works three days a week would be entitled to 16.8 days of annual leave.  

Employers are allowed to include bank holidays as part of this agreement, but they are not required to provide additional days beyond the statutory amount unless it is written into the employment contract.  

If employment contracts grant more holiday than is statutory, employers cannot arbitrarily withdraw or reduce this entitlement without consent. Any amendments must be consulted on and agreed upon by both parties.  

Managing employee requests 

Workers have a very clear right to their 5.6 weeks of paid annual leave. However, it is up to employers to regulate when this leave is taken.  

Employees must give notice when they want to go on leave under WTR. The notice should be at least twice the length of the leave requested. 

Employers may have the right to reasonably refuse leave if too many employees are already on leave at the same time, business cover would be inadequate or if it falls within a designated restricted period.  

An example of a restricted period would be retail during Christmas or an accountant during the end of the tax year.  

It is useful for employers to offer a written holiday policy that sets out all holiday allowances and how they are managed within that particular business.  

It is important to remember that holiday refusals should be consistent and non-discriminatory to avoid employment tribunals.  

What annual leave policies should my business have in place? 

While having policies in place isn’t a legal requirement, having a dedicated annual leave policy ensures consistency, clarity and compliance with legal requirements.  

To protect both employers and employees, policies should include:  

• The holiday year – The point at which the holiday year begins and ends.  

• Statutory entitlements – The total number of days that are allowed and how part-time/ irregular hours are managed.  

• Bank holidays – Specify if bank holidays are included with the total or given as an extra.  

• Requests and approvals – Outline the notice period, who an employee needs to submit a request to and how overlapping days are managed.  

• Carryover rules – How or if holiday days are carried over to the next year.  

• Sickness during leave – What happens if an employee is sick while on holiday and how can they convert this to sick leave.  

• Termination of employment – How unpaid leave is taken out or how overtaken leave is deducted from the final pay packet of an employee.  

An iron-clad policy around holidays can protect your business from legal liabilities, ensure fair treatment of staff and prevent operational disruptions.  

How we can help  

Setting out clear guidance on annual leave can not only protect your business from legal troubles. It can also prevent any holiday-related operational disruptions.  

We are here to help you create ironclad holiday policies for your business, which is imperative for the summer months.  

Our talented team of employment solicitors are here to offer expert guidance on workplace holiday policies, whether they just need updating or creating from scratch.  

Get in touch today for tailored holiday policy support ahead of the summer holidays.