United Kingdom Leave Laws and Holidays

The amount of unpaid leave can vary and often depends on the agreement between employer and employee.

The required notice period for taking unpaid leave can vary widely depending on company policy and the reasons for the leave.

Unpaid leave typically requires approval from the employer, and the terms may be subject to negotiation.

Additional unpaid leave is generally negotiable between the employer and the employee, depending on circumstances.

There are no accrual rules for unpaid leave, as it does not accumulate over time like paid leave.

Carry over rules do not apply to unpaid leave as it is not a formal entitlement with a set quota.

There is no payout for unpaid leave upon termination as no financial compensation is associated with it.

There is no end-of-year payout for unused unpaid leave.

Rules regarding unpaid leave can vary significantly from one employer to another.

Employees are allowed to take leave for the entire period of their jury service. The length of this leave depends on the duration of the trial and jury duty requirements.

Employees must notify their employer as soon as they receive a jury summons to arrange for time off.

Jury service leave does not require employer approval as it is a legal obligation. However, employees must provide their employer with the jury summons notice as proof of the need for leave.

Additional leave for jury service beyond the duration of the trial is not applicable. Employees are required to return to work once their jury service is completed.

Jury service leave does not accrue and is only applicable when summoned for jury duty.

There is no carry over for jury service leave as it is granted solely for the duration of the jury duty.

There is no payout for unused jury service leave upon termination as it is not an accrued benefit.

There is no end-of-year payout for jury service leave as it is not an accruable leave type.

Employers can apply to reclaim some of the wages paid during an employee's jury service from the court, although this may cover only a part of the total earnings lost.

Employees can take sick leave as needed. If they are off for four or more days, they may be eligible for SSP, which provides financial support for up to 28 weeks.

Employees should notify their employer of illness as soon as possible, typically before their shift starts, unless company policy specifies otherwise.

Employers cannot refuse sick leave, but they may require a fit note if the absence exceeds seven consecutive days.

Employers may offer enhanced sick pay beyond SSP based on company policies or employment contracts.

Sick leave is taken as needed and does not accrue over time like annual leave.

Since sick leave is not accrued, there is no concept of carryover.

Employees are not entitled to payment for unused sick leave when they leave their job.

Sick leave is not a paid entitlement in the same way as annual leave, so there is no end-of-year payout.

Employees must provide a fit note from a doctor if their sick leave exceeds seven consecutive days.

Employees are entitled to 5.6 weeks (28 days) of paid leave per year, which includes bank holidays. Part-time workers receive a proportional amount based on their working hours.

Employees must give notice that is at least twice the length of the leave they wish to take. Employers can refuse leave but must provide valid reasons.

Employers have the right to approve or decline annual leave requests based on business needs, provided they adhere to fair policies.

Employers may offer additional annual leave beyond the statutory 5.6 weeks as part of employment contracts or benefits packages.

Leave accrues over the year, with employees earning a proportionate amount based on time worked. This applies even during probationary periods.

Employers may allow carryover of unused leave, typically up to 5.6 weeks. If an employee could not take leave due to sickness, they may carry it over.

If an employee leaves their job with unused statutory leave, they must receive payment for any accrued but untaken leave.

Employers are not legally required to pay for unused leave at the end of the year, though company policies may allow it.

Employers may restrict when employees take leave, such as during peak business periods, as long as they follow fair and consistent policies.

Eligible employees can take up to 52 weeks of maternity leave, comprising 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave.

Employees must notify their employer of their pregnancy and intended start date for maternity leave at least 15 weeks before the expected week of childbirth.

While employer approval is not required for taking Maternity Leave as it is a statutory right, the process must adhere to legal guidelines regarding notification and documentation.

Beyond the initial 52 weeks, additional unpaid leave may be negotiated with the employer but is not guaranteed under statutory rights.

Maternity leave entitlement does not accrue but is available as a one-time benefit per pregnancy.

Carry over does not apply to maternity leave as it is not an accruable leave type.

Maternity Leave does not involve a payout upon termination, as it is intended for use during the period around childbirth.

There is no end of year payout for maternity leave as it must be taken within the time frame related to the pregnancy and childbirth.

Employees on Maternity Leave have legal protections against dismissal or unfair treatment related to their pregnancy or taking of leave. They are also entitled to return to the same job or a suitable alternative.

Eligible employees can take up to 2 weeks of paternity leave within 56 days after childbirth or adoption.

Employees must inform their employer at least 15 weeks before the expected due date and confirm their eligibility.

Employees are entitled to paternity leave if they meet qualifying conditions and provide notice.

Employees cannot extend paternity leave but may opt for Shared Parental Leave (SPL) to get more time off.

Annual leave and other entitlements continue to accrue while on paternity leave.

Paternity leave cannot be carried over; it must be taken within 56 days of childbirth or adoption.

Employees may receive statutory paternity pay if they leave employment after the baby’s birth but before taking leave.

Unused annual leave accrued during paternity leave can be paid out.

Employees who meet eligibility criteria receive SPP, which is paid at a fixed rate or 90\\\\\\\\\\% of average earnings, whichever is lower.

Parents can share up to 50 weeks of leave and 37 weeks of pay, if they meet eligibility criteria.

Employees must give their employer 8 weeks’ notice before taking Shared Parental Leave.

Approval is not needed if eligibility conditions are met, but employees must provide proper notification.

Parents cannot exceed 50 weeks of leave, but may split the leave into up to three separate blocks.

Annual leave continues to accrue during Shared Parental Leave.

Employees may carry over annual leave if unable to take it due to Shared Parental Leave.

Statutory pay may continue if an employee leaves employment during the leave period.

Unused annual leave accrued during SPL may be paid out at year-end.

Both parents must meet eligibility criteria, including employment and earnings thresholds.

Employees are entitled to up to 52 weeks of adoption leave, consisting of 26 weeks of Ordinary Adoption Leave and 26 weeks of Additional Adoption Leave.

Employees must notify their employer within 7 days of being matched with a child for adoption, providing the expected placement date and leave start date.

Employees are automatically entitled to adoption leave if they meet the eligibility criteria, including length of service and providing notice.

Employees cannot extend beyond 52 weeks but may opt for Shared Parental Leave if they meet eligibility criteria.

Annual leave and other statutory rights continue to accrue while on adoption leave.

Employees can carry over unused statutory holiday if they cannot take it due to adoption leave.

If an employee resigns, statutory adoption pay may continue for up to 39 weeks, but leave itself is not paid out.

Adoption leave does not result in a year-end payout, but unused statutory holiday entitlement may be paid.

Eligible employees can receive SAP for 39 weeks: 90\\\\\\\\% of average earnings for the first 6 weeks, followed by a fixed weekly rate.

Each parent is entitled to 18 weeks of unpaid parental leave per child, up to their 18th birthday.

Employees must provide their employer with 21 days' notice before the intended start date of parental leave.

Employers may postpone the leave for up to 6 months if business operations are significantly affected.

Employees cannot take more than 18 weeks per child, and a maximum of 4 weeks can be taken per year.

Parental leave is unpaid, and no additional rights accrue during the leave period

Unused parental leave can be taken at any time until the child turns 18.

There is no financial payout for unused parental leave upon termination of employment.

Parental leave does not result in a payout at the end of the year.

Employees must have been with their employer for at least a year to qualify for parental leave.

Employees are entitled to at least 2 weeks of Parental Bereavement Leave if they lose a child under 18 or have a stillbirth after 24 weeks.

Employees taking Parental Bereavement Leave can start immediately, but must inform their employer as soon as possible.

Employees are automatically entitled to Parental Bereavement Leave, but non-statutory bereavement leave depends on employer policy.

Some employers may provide additional bereavement leave beyond the statutory entitlement.

Employment rights, including annual leave, continue during bereavement leave.

Bereavement leave cannot be carried over.

Employers are not required to provide a payout for bereavement leave upon termination.

Bereavement leave is not subject to end-of-year payout.

Eligible employees can receive SPBP for 2 weeks at a statutory rate.

Compassionate leave is at the discretion of the employer and varies by company policy.

Employees should inform their employer as soon as possible when requesting compassionate leave.

Compassionate leave is granted at the employer’s discretion.

Employers may allow additional compassionate leave depending on circumstances.

Compassionate leave does not accrue under UK law.

Compassionate leave cannot be carried over.

There is no payout for unused compassionate leave.

Compassionate leave is not subject to year-end payouts.

Employers may provide additional leave based on compassionate circumstances.

Employees are entitled to take a reasonable amount of unpaid leave to deal with emergencies involving dependants, such as a child, spouse, or elderly relative.

Employees must inform their employer as soon as possible when they need time off for a dependant's emergency.

Employers cannot refuse this leave if it is for a genuine emergency, but employees should provide details as soon as possible.

There is no set limit on the number of days, but the leave should be reasonable and only for emergencies.

This type of leave is not accrued; it is taken as needed in emergency situations.

Since it is emergency leave, it cannot be carried over or stored for later use.

Time Off for Dependants does not have any financial payout upon termination.

There is no end-of-year payout for unused dependant leave.

This leave does not cover planned childcare or ongoing care responsibilities; it is strictly for emergencies.

Employees are entitled to take unpaid time off to perform certain public duties, such as serving as a magistrate or school governor.

Employees should notify their employer as early as possible about the need for public duties leave.

Employers can refuse or limit leave if it significantly disrupts business operations.

There is no statutory limit, but employers can set reasonable restrictions on the amount of leave granted.

Public duties leave is not accrued; it is granted based on need.

Unused leave does not carry over, as it is taken as required.

Public Duties Leave does not have any payout upon termination.

There is no end-of-year payout for unused Public Duties Leave.

This leave applies to specific roles such as magistrates, school governors, and local councillors, but not all public roles.

Reservists are entitled to unpaid leave if they are called up for active service or training.

The Ministry of Defence provides notice, and employees should inform their employer as soon as possible.

Employers cannot refuse leave for compulsory military service but can apply for exemption in certain cases.

Reservists may request additional leave for training, but it is subject to employer approval.

Employees remain entitled to their civilian job and benefits under the Reserve Forces (Safeguard of Employment) Act.

Reservist leave cannot be carried over; it is used when called up.

There is no statutory payout for reservist leave unless agreed by the employer.

Unused reservist leave does not result in a year-end payout.

Employers must reinstate reservists to their previous job or an equivalent role upon return from duty.

There is no statutory right to sabbatical leave; it is granted based on employer policies.

Employers may set different notice periods for requesting sabbatical leave.

Employers have the right to approve or deny sabbatical leave requests based on business needs.

Employers can grant longer or additional sabbaticals if their policy allows.

Sabbatical leave does not accrue under UK law.

Sabbatical leave cannot be carried over, as it is discretionary.

There is no statutory requirement for a sabbatical payout, but some employers may offer incentives.

Sabbatical leave is not typically paid, so no end-of-year payout applies.

Some employers may offer paid sabbaticals for long-term service employees or professional development purposes.