United Kingdom Leave Laws and Holidays

In Wales, as part of the UK, workers are entitled to a minimum of 28 days of paid annual leave, which can include public holidays. This quota is based on a five-day working week; part-time workers' leave is calculated pro-rata.

Employees should give notice that is at least twice as long as the period of leave they are requesting, though this can be modified by the employer's leave policy.

Employees need to seek approval from their employer before taking annual leave. Employers can refuse leave requests based on business needs.

The statutory minimum leave is 28 days; employers may offer more at their discretion but are not generally required to allow additional quota beyond this.

Annual leave entitlement begins to accrue from the first day of employment and continues to accrue monthly. Leave accrued in the first year can be pro-rated depending on the start date.

Employees are allowed to carry over unused annual leave to the next year, but it must be used within a specified period, usually within 18 months, unless otherwise agreed.

Upon termination of employment, employees are entitled to receive payment for any accrued but unused annual leave.

Unused annual leave is not automatically paid out at the end of the year unless specified in the employment contract. Employees are encouraged to use their leave within the leave year.

Employers may set specific 'block leave' periods during which employees must take leave, or restrict leave during busy periods, as long as such restrictions are reasonable and communicated clearly.

Sick leave entitlement is typically set out in the employee's contract, and while there is no statutory minimum, it is common for employees to be entitled to several days or weeks of paid sick leave.

Employees must notify their employer as soon as possible when they are unable to work due to illness, usually by the start of their working day or within a specified timeframe.

Sick leave is typically self-certified for short-term absences, and a doctor's note may be required for longer periods of illness.

Sick leave is typically a set amount, and additional leave is generally not provided unless specified in the employee's contract or through a sickness-related insurance scheme.

Sick leave is generally not accrued over time, and each sickness absence is treated as a separate event unless specified otherwise in the employment contract.

Unused sick leave does not usually carry over to the next year, although some employers may allow for carry-over or accumulation under special circumstances.

Sick leave is not paid out when an employee leaves the company, as it is intended for use during employment. However, if the employee is on sick leave at the time of termination, any contractual pay may apply.

Any unused sick leave is generally not paid out at the end of the year unless stated otherwise in the contract.

Some employers may offer enhanced sick pay beyond the statutory sick pay (SSP) entitlement, which may be outlined in the employee's contract or a collective agreement.

Eligible employees are entitled to 52 weeks of maternity leave, with statutory maternity pay (SMP) for 39 weeks, paid at a rate determined by the government.

Employees must inform their employer of their intention to take maternity leave at least 15 weeks before the expected week of childbirth. The notice must include the intended start date for maternity leave.

While employees are entitled to maternity leave, they must follow the employer's procedure for notification and approval, which may include submitting forms and medical certificates.

Employees can extend their maternity leave beyond the statutory entitlement by taking additional unpaid leave, but this must be agreed with the employer.

During maternity leave, employees do not accrue annual leave unless specified in the contract. However, they may still accrue leave if on paid maternity leave.

Employees on maternity leave may be entitled to carry over unused annual leave, depending on the employer's policy or contract terms.

Unused maternity leave is not paid out upon termination, as it is not intended as a benefit that is redeemable in cash.

Unused maternity leave is not paid out at the end of the year, as it is an entitlement meant for use during the employee's pregnancy and post-childbirth period.

Employees on maternity leave have protection against dismissal and are entitled to return to their job or a similar position once their leave ends.

Adoption leave entitlements mirror those of maternity and paternity leave, allowing adoptive parents to take time off to deal with the adoption process and bond with their child.

Employees must notify their employer of their intention to take adoption leave at least 28 days before they want their leave to start or as soon as reasonably practicable.

Adoption leave requires approval from the employer, primarily to confirm eligibility based on criteria such as length of service and the nature of the adoption.

The quota for adoption leave is fixed according to statutory entitlements and is not typically extendable beyond these limits.

Adoption leave, like parental leave, does not accrue but is a fixed entitlement once eligibility conditions are met.

Unused adoption leave cannot be carried over to the next year, but employees may be entitled to carry over unused annual leave.

There is no payout for unused adoption leave upon termination as the leave is intended for use during the adoption process.

There is no end of year payout for adoption leave as it must be used in relation to a specific adoption event.

Adoption leave is subject to eligibility criteria such as length of employment and the legal process of adoption. Employees may need to provide documentation to support their leave request.

Shared parental leave allows parents to share up to 50 weeks of leave. The total entitlement depends on the mother's maternity leave and whether it is being shared.

Parents must notify their employer at least 8 weeks before the planned start of shared parental leave and provide the required documentation.

Both parents must seek approval from their employer for shared parental leave. The employer may ask for evidence such as the child’s birth certificate.

No additional leave is available beyond the statutory shared parental leave entitlement.

Employees do not accrue annual leave during shared parental leave, but they may continue to accrue leave if they are on paid leave.

Shared parental leave must be taken within the specified period and cannot be carried over.

Unused shared parental leave is not paid out upon termination.

Unused shared parental leave is not paid out at the end of the year.

Employers may offer enhanced shared parental leave as part of their contract, which provides more paid leave than the statutory entitlement.

Employees are entitled to a reasonable amount of paid or unpaid bereavement leave depending on the employer's policy. The amount of leave varies by employer.

Employees should notify their employer as soon as possible after a bereavement, providing the necessary details to arrange leave.

Bereavement leave requires approval from the employer. The employer may request evidence such as a death certificate.

Employees may request additional bereavement leave, especially in cases where more time is needed for mourning or funeral arrangements.

Bereavement leave is not accrued or carried over, as it is granted in response to a specific event.

Bereavement leave is usually not carried over to the next year and must be used within a specified period after the loss.

Bereavement leave is not paid out upon termination of employment.

Bereavement leave is not paid out at the end of the year.

The amount of bereavement leave and whether it is paid or unpaid may vary based on the employer’s policy.

Employees are entitled to take time off to fulfill jury duty obligations. The leave duration depends on the length of the trial.

Employees must inform their employer as soon as they receive a jury summons, allowing the employer to make arrangements for cover.

Jury duty leave typically requires employer approval, but the employee's obligation to attend jury duty cannot be overridden by the employer.

Jury duty leave is not usually provided beyond the statutory leave entitlements unless specified by the employer.

Jury duty leave does not accrue annual leave or other benefits while the employee is on jury duty.

Jury duty leave is not carried over and must be used in the period when the employee is summoned for jury duty.

Jury duty leave is not paid out when the employee leaves the company.

Unused jury duty leave is not paid out at the end of the year.

Jury duty leave is a legal entitlement, and employees cannot be dismissed or penalized for attending jury duty.