Employment Law – Employment Holiday Rights

I found this article relating to Employment Law which I thought may be of interest. So here it is for you

All employees have the legal right to take the minimum amount of paid holiday every year. This is called statutory holiday. This holiday right is for anyone who works full-time, part-time, agency workers and casual workers. Self employed people are the group who are not allowed statutory paid holiday. The rules on statutory holiday apply to employees regardless of how long you have worked for your current employer and how old you are. But, if you are under the school leaving age of 16, you will not be entitled to any statutory holiday.

The statutory holiday is 5.6 weeks paid holiday a year which works out to 28 days holiday including bank holidays.

As employees have a contract of employment they have the right to take more than the statutory amount of paid holiday, but it will never give anything less than the 28 days. The entitlement under your employment contract for more holidays is called contractual holiday. Employment law does not state how much contractual holiday you should get, or whether it should be paid or not. This will be up to the discretion of the employer.


Employees who are not entitled to the standard statutory holiday are those who work in the armed forces, police and civil protection services. What will generally happen with these groups of people is that their employment contract will usually give them the right to contractual holiday, which means they may have a few more days than the normal standard 28 days holiday.

As stated before, you are entitled to a minimum of 5.6 weeks holiday per year which is called statutory holiday. The maximum amount of statutory paid holiday you can be entitled to is 28 days and this applies even if you work 5 days a week. In relation to bank holidays and public holidays, an employee does not automatically have the right to have time off work, with or without pay. It will completely depend on the employment contract, which will say generally that you have the right to statutory holidays or it may not say anything about either contractual holidays or statutory holidays. In these cases, the employer can ask the employee to work a bank or public holiday or give the employee time off for bank and public holidays without paying them. In this case, the employee will not lose the right to take the full statutory holiday at some other time during the year. The employer can give the employee time off for bank or public holidays and pay them, but they can also ask that it is counted towards their statutory holiday.


I am a legal writer covering advice on topics of law including holiday rights, for further text and similar works visit employment law or contact a solicitor today.For more legal advice and information, and for free legal resources I suggest you visit lawontheweb.co.uk.
Article Source

Comments are closed.