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Leave in the UK
Maternity, paternity, and parental leave in the UK
Adoption leave in the UK
Other employee leave in the UK
Public holidays in UK
Protect your employees and your business
Paid time off in the UK
Employees in the UK are entitled to a certain amount of paid time off by law. Employers can also choose to grant their UK employees additional unpaid or paid time off work, which can be a valuable employee benefit. In this guide, we’ll discuss the UK paid time off laws and entitlements that you need to be aware of as an employer, including the various types of leave you can offer to your employees
Leave in the UK
UK employment law grants employees the right to various different types of leave. Each UK employer should also have its own leave policy defining any additional entitlements and how different types of leave should be taken. Below, we’ll discuss some of the different types of unpaid and paid time off that you should know about as an employer in the UK.
Annual leave in the UK
Employees in the UK have the right to 5.6 weeks of paid leave each year, which amounts to 28 days for full-time employees, which includes eight public holidays. For part-time employees, annual leave is calculated on a pro-rata basis. For example, someone who normally works three days per week would be entitled to 16.8 days’ holiday, which is equivalent to 5.6 working weeks.
Workers begin accruing annual leave as soon as they start a job. Employers can use an accrual system to work out how much leave an employee is entitled to during their first year of employment. Technically, they are entitled to one-twelfth of their annual leave each month, but employers may let employees take this leave before they have accrued it.
Workers may be able to carry over unused leave into the next year. However, they can’t carry over more than 8 days’ leave if they get 28 days’ leave (the statutory minimum). If your annual leave policy grants employees more than 28 days’ leave, you should also decide how much leave you’ll allow them to carry over.
When a worker leaves a job, their employer should work out how much leave they have left based on how much of the year has passed or how much leave they have accrued. If the employee has taken more leave than they’re entitled to, the employer can only deduct this amount from the employee’s final pay if there’s an agreement with the employee. However, employers have to pay for leave the employee is entitled to and hasn’t yet taken.
Annual leave for workers on irregular schedules in the UK
Employees or workers who work on irregular schedules don’t get a set amount of annual leave per year. Instead, they accrue leave based on the hours they have already worked in a pay period. Employees can’t accrue more than the statutory entitlement of 5.6 weeks, even if they work more than 40 hours per week.
UK sick leave policy
All workers in the UK are entitled to time off work when they are sick. Employees and most groups of workers are also eligible for Statutory Sick Pay (SSP). If they’re off for more than seven days, employees have to give their employee a ‘fit note’ (sick note) from a doctor or other healthcare professional.
Annual leave and sick leave in the UK
Employees who are off work sick still continue to accrue annual leave. They can also carry over annual leave to the next year if they were not able to use it because they were sick. If an employee becomes ill while they’re on annual leave, they can switch to sick leave instead. Their employer shouldn’t deduct the days they are sick from their annual leave balance. In this situation, the employee should be paid Statutory Sick Pay instead of their normal holiday pay.
Statutory Sick Pay in the UK
Statutory Sick Pay (SSP) is the minimum amount employers in the UK have to pay to employees while they’re off sick. Employees don’t usually get paid SSP for the first three days they’re off sick. After that, the statutory minimum an employee can pay is GBP 116.75 per week, which is payable for up to 16 weeks.
Maternity, paternity, and parental leave in the UK
Employees in the UK are entitled to time off work if they or their partner has a baby. There are various types of leave that apply in this situation, including maternity, paternity and shared parental leave.
Statutory Maternity Leave in the UK
UK employees have the right to take up to 52 weeks off work when they have a baby. That means their employer has to keep their job open for them until they return to work. During their maternity leave, employees also continue to accrue annual leave and retain the right to get a pay rise if they would have got one if they weren’t on leave.
Employees don’t have to use their full 52 weeks of maternity leave. However, they do have to take at least two weeks’ leave after giving birth (or four weeks if they work in a factory). The 52 weeks of Statutory Maternity Leave are made up of:
- 26 weeks of Ordinary Maternity Leave
- 26 weeks of Additional Maternity Leave
The earliest an employee can start their maternity leave is usually 11 weeks before their due date. If the baby is born early, maternity leave will automatically start the day after the birth. Maternity leave also starts automatically if an employee is off work because of a pregnancy-related illness in the four weeks before their due date.
Statutory Paternity Leave in the UK
Fathers and secondary caregivers have the right to one or two weeks off work when their partner has a baby. From April 2024, they can take this leave in two separate blocks of one week if they choose to take two weeks’ leave. Paternity leave can’t start before the baby is born and must start within 52 weeks of the birth. Partners of birthing parents are also entitled to time off work to attend two antenatal appointments with their partner.
To be eligible for paternity leave, an employee must be either:
- The father of the child
- The partner of the mother or adopter
- The adopter
- The intended parent (for surrogacy arrangements)
They must also be an employee (not a worker) who has been continuously employed for at least 26 weeks before the ‘reference week’, which is 15 weeks before a baby is due. There are additional requirements to receive paternity pay.
Statutory Shared Parental Leave in the UK
Shared parental leave is a scheme that allows mothers to give up part of their maternity or adoption leave in order to share it with their partner. Only employees (and not workers) are entitled to Shared Parental Leave. There are also other requirements that both parties have to meet if a couple wants to share the parental leave between them.
Employees can choose to take Shared Parental Leave in up to three separate blocks (per person) of at least one week each. They have to tell their employer about their plans for taking their leave when they apply for it, and give notice at least eight weeks when they want to take a block of leave.
Parents can share up to 50 weeks of leave between them, which is taken off the balance of Statutory Maternity Pay that a mother is entitled to. For example, if an employee decided to take 20 weeks maternity leave, they would be able to share the remaining 30 weeks with their partner as Shared Parental Leave.
Pay for maternity, paternity and parental leave in the UK
Maternity, paternity and parental leave in the UK isn’t necessarily paid, as there are different eligibility requirements for leave and pay. If employees are eligible for pay, the minimum amount an employer can pay them depends on the type of leave they are taking and what they usually earn. Employers can also choose to top up their employees’ maternity, paternity or parental pay or to pay it for longer than the statutory minimum period. This is known as occupational maternity (or paternity or parental) pay.
The standard rate of pay for maternity, paternity and shared parental leave is either GBP 184.03 per week or 90% of the employee’s average weekly earnings (whichever is lower). The exception to this is Statutory Maternity Pay (SMP), which is 90% of the employee’s average weekly earnings for the first six weeks, and then the above for the following 33 weeks. Statutory Maternity Pay stops after 39 weeks, even if the employee continues their maternity leave.
Adoption leave in the UK
Adoption leave in the UK works similarly to maternity leave. Employees who adopt a child can take up to 52 weeks’ leave. If a couple adopts a child, only one of them can take adoption leave. The other person may be able to take paternity leave instead.
Statutory Adoption Leave in the UK
Like maternity leave, Statutory Adoption Leave in the UK is made up of:
- 26 weeks of Ordinary Adoption Leave
- 26 weeks of Additional Adoption Leave
The date adoption leave can start depends on whether it is a UK adoption, an overseas adoption or an adoption from a surrogate. Adoption leave can start:
- Up to 14 days before the child starts living with the employee (for UK adoptions)
- Within 28 days of the child arriving in the UK (for overseas adoptions)
- The day after the child is born (for parents using a surrogate)
Eligibility for adoption leave in the UK
There are certain criteria that employees have to meet to get Statutory Adoption Leave in the UK. Specifically, they must:
- Be an employee, not a worker
- Give the correct notice to their employer
- Provide proof of the adoption or surrogacy if requested
Statutory Adoption Pay in the UK
To get Statutory Adoption Pay, employees have to meet the above conditions, and:
- Have been continuously employed by the same employer for 26 weeks or more
- Earn at least GBP 123 per week on average
- Give the correct notice to their employer
- Provide proof of the adoption or surrogacy
Like Statutory Maternity Pay, Statutory Adoption Pay must be paid to eligible employees for up to 39 weeks. The statutory minimum pay is also the same as SMP, which is:
- 90% of the employee’s average weekly earnings for six weeks
- Whichever is lower of GBP 184.03 or 90% of the employee’s average weekly earnings for the remaining 33 weeks
Employers can choose to give their employees additional adoption leave or pay by creating a more generous adoption leave policy. However, they can’t give them less than their statutory entitlements.
Shared Parental Leave for employees adopting children in the UK
Employees who are adopting a child may also qualify for Shared Parental Leave, assuming that:
- Both parents meet the work and earnings criteria
- Both parents will share responsibility for the child
Other employee leave in the UK
Annual leave, sick leave, maternity, paternity and parental leave are just some of the types of leave that employers are required to provide to their employees in the UK. There are also other employee leave options that employers don’t have to offer, but can choose to provide as an additional benefit.
Carer’s leave
Employees in the UK are entitled to unpaid carer’s leave from their first day of employment. They can take up to one week of leave a year to take care of a dependent who needs care because of an illness or injury, a disability or old age.
Paid time off work for antenatal care
A recent change to the law means that employees in the UK will soon be entitled to up to 12 weeks paid leave if their baby requires specialist neonatal care after birth. This is in addition to any other leave the employee is already entitled to, such as maternity, paternity or shared parental leave. This new law is expected to come into effect in 2025.
Bereavement leave
There is no specific requirement for UK employers to grant their employees bereavement leave. However, you can choose to add a bereavement clause to your leave policy. Statutory Parental Bereavement Leave is a type of leave reserved for parents of children who have died and parents of stillborn babies. Employees have the right to up to two weeks of paid Parental Bereavement Pay.
Time off for jury service
Employers in the UK have to give their employees time off if they are called to jury duty. This leave does not necessarily have to be paid, but many employers choose to continue paying their employees while they’re on leave. If you don’t pay your employee, they can claim a loss of earnings allowance. You can then choose to top up this allowance, so the employee receives their normal rate of pay.
Time off for public duties
Employees can also get reasonable time off work for certain public duties, including if they’re:
- A magistrate
- A local councillor
- A school governor
- A trade union member
- A member of a health authority
You don’t have to pay your employer for the time they take off work to fulfil these duties, but you can if you want to. If one of your employees holds a role listed above, you should work with them to determine what counts as ‘reasonable time off’.
Time off for training or studying
Some employees in the UK can ask for time off for training or studying. Generally, this is only allowed if the training will help them to do their job better, and if they have been employed by their employer for at least 26 weeks. The employer also needs to have a headcount of at least 250, and the member of staff in question must be an employee (not a worker).
Each organisation should have its own rules about how employees should ask for time off to study. Generally, employees should give their employer enough notice to properly review the request, and employers should respond within 28 days. Time off for training or studying is not usually paid, though employers can choose to pay if they want to.
Public holidays in UK
In the UK, public holidays are commonly referred to as bank holidays. In 2026, there are eight standard bank holidays observed across England and Wales, with Scotland and Northern Ireland having a slightly different set depending on regional legislation. When a bank holiday falls on a weekend, a substitute weekday automatically becomes a bank holiday instead, which is typically the following Monday. The UK government may also announce additional one-off bank holidays to mark special national events, such as jubilees or commemorative occasions.
Paid Public Holidays in the UK
Public holidays in the UK do not automatically require paid leave under statutory law. Employers are not legally obligated to provide paid bank holidays; whether or not a bank holiday is paid depends on the terms of the individual’s employment contract or workplace policy. Employers may choose to include bank holidays within the statutory 5.6 weeks (28 days) of annual leave, or they may offer bank holidays in addition to statutory annual leave as an enhanced benefit. Offering additional paid bank holidays can be a valuable tool for attracting and retaining employees, particularly in competitive labour markets.
UK Bank Holidays in 2026 (England & Wales)
The following bank holidays are observed in the UK for 2026 (England and Wales):
1 January – New Year’s Day.
3 April – Good Friday.
6 April – Easter Monday.
4 May – Early May Bank Holiday.
25 May – Spring Bank Holiday.
31 August – Summer Bank Holiday.
25 December – Christmas Day.
26 December – Boxing Day.
1 January
New Year’s Day
3 April
Good Friday
6 April
Easter Monday
4 May
Early May Bank Holiday
25 May
Spring Bank Holiday
31 August
Summer bank holiday
25 December
Christmas Day
26 December
Boxing Day
These dates apply across England and Wales. Scotland and Northern Ireland observe additional bank holidays (such as St. Andrew’s Day and St. Patrick’s Day), and employers should consult the relevant regional holiday calendars if they operate in those jurisdictions.
Protect your employees and your business
As an employer in the UK, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
FAQ's
What types of leave are included in UK’s leave policies?
In the UK, leave policies are built around statutory requirements such as annual leave, sick leave, maternity leave, paternity leave, and parental leave, all of which employers are expected to apply correctly from the start.
For companies hiring in the UK, the challenge is not just knowing these leave types exist but managing them properly in day-to-day operations. Issues often come up around tracking leave balances, calculating holiday pay correctly, handling overlapping leave types, and making sure everything is reflected accurately in payroll. This becomes more complex when managing remote teams or employees on different working patterns.
UK employees are also familiar with their entitlements, so gaps or inconsistencies in how leave is handled can quickly lead to questions or disputes. Having a clear and well-managed leave policy in the UK helps avoid confusion and keeps things consistent across the team.
Under UK’s leave policies, employers need to manage:
- Annual leave or vacation days in the UK for rest and personal time, including correct accrual and holiday pay calculations.
- Sick leave in the UK for illness or medical recovery, with proper tracking and statutory sick pay applied where required.
- Maternity leave and paternity leave in the UK for new parents, ensuring timelines and payments are handled correctly.
- Shared parental leave for flexible caregiving, which requires coordination and clear communication.
- Unpaid leave options depending on company policy, to support flexibility without creating compliance gaps
Managing leave in the UK comes down to getting the details right, from tracking and pay calculations to consistent application, so teams run smoothly and issues are avoided.
What is the statutory annual leave entitlement in the UK?
The statutory annual leave entitlement in the UK is 5.6 weeks per year, which is typically 28 days for full-time employees.
Under UK’s employment law, employees are entitled to a minimum level of paid annual leave. This entitlement includes public holidays, although employers can choose how these are allocated within the total allowance. For a full-time employee working five days per week, this equates to 28 days of paid leave each year.
The purpose of this entitlement is to ensure employees have sufficient time to rest and maintain their wellbeing. Employers must clearly outline this entitlement within their UK leave policy and ensure that employees are able to take their leave within the holiday year.
It is important to note that unused leave may not always carry over unless specific conditions are met, such as illness or statutory leave. Employers must also ensure that holiday pay is calculated correctly based on an employee’s earnings.
Managing annual leave in the UK comes down to understanding how entitlement works and making sure it is applied consistently across the business:
- Minimum 5.6 weeks of paid leave annually, which is the statutory requirement under UK law.
- Equivalent to 28 days for full-time employees, typically based on a five-day working week.
- May include public holidays, depending on how the company structures its UK leave policy.
- Employers must ensure employees can take their leave, rather than letting large balances build up or go unused.
Do part-time employees receive annual leave in the UK?
Yes, part-time employees in the UK are entitled to annual leave on a pro-rata basis.
UK employment law ensures that part-time employees receive the same benefits as full-time employees, adjusted based on the number of hours or days they work. This means that their vacation days are calculated proportionally to their working schedule. For example, if a full-time employee receives 28 days of annual leave, a part-time employee working three days per week would receive a reduced but equivalent entitlement.
Employers must clearly outline how annual leave is calculated within their leave policy in the UK and ensure that part-time employees are able to take their leave in the same way as full-time staff.
In the UK, this is a common area where employers make mistakes, particularly when overtime or variable earnings are involved. To avoid issues, employers need to make sure both leave entitlement and holiday pay are handled fairly and consistently in line with UK rules. Holiday pay must reflect normal remuneration (including regular overtime and certain allowances) in line with UK case law.
This means applying the same principles used for full-time employees, but adjusting them based on actual working patterns:
- Annual leave is calculated on a pro-rata basis, so part-time employees receive leave based on the hours or days they work.
- Ensures equal treatment with full-time employees, preventing less favourable treatment under UK employment law.
- Must be clearly defined in the leave policy UK, so employees understand how their entitlement is calculated.
- Holiday pay must reflect actual earnings, including regular overtime or additional payments where applicable.
For part-time employees, both leave entitlement and holiday pay need to be calculated carefully to ensure fairness and compliance, especially when working patterns are not fixed.
What is the sick leave policy in the UK?
Sick leave in the UK allows employees to take time off work when they are unwell, supported by statutory sick pay if eligibility criteria are met.
A typical sick leave policy in the UK outlines how employees should report absence, provide medical evidence, and receive pay during periods of illness. Employees can self-certify their illness for the first seven days, after which a doctor’s note may be required, medical evidence is typically provided via a “fit note”.
Employers must ensure that their sick leave policy complies with statutory requirements while also supporting employee wellbeing. Some companies offer enhanced sick pay beyond the statutory minimum, but this is not mandatory.
To manage sick leave in the UK properly, employers typically need to:
- Allow employees to self-certify for the first seven days, which means no medical note is required during this period.
- Request medical evidence after seven days, usually in the form of a fit note from a GP.
- Apply statutory sick pay where eligible, ensuring it is calculated and processed correctly through payroll
- Keep clear records of absence, so reporting and compliance requirements are met.
Managing sick leave in the UK comes down to getting the process right, from reporting and documentation to pay, so employees are supported and compliance issues are avoided.
How does statutory sick pay work in the UK?
Statutory sick pay in the UK is paid by employers to eligible employees who are unable to work due to illness, after a qualifying period.
Managing statutory sick pay involves following a few key rules and making sure they are applied consistently:
- Paid after four consecutive sick days, known as waiting days, before statutory sick pay starts.
- Available for up to 28 weeks, as long as the employee remains eligible.
- Fixed weekly rate set by the government, which employers must apply correctly regardless of salary level (rate must be verified annually).
- Processed through payroll systems, ensuring payments and records are aligned with HMRC requirements
Employers are responsible for administering statutory sick pay through payroll and keeping accurate records, which can be a challenge if processes are not set up properly. For companies hiring in the UK, this often means making sure eligibility is checked correctly, payments are calculated at the right rate, and everything is reflected accurately in payroll.
How many weeks of maternity leave are employees entitled to in the UK?
Employees in the UK are entitled to up to 52 weeks of maternity leave, and this is something employers need to plan for properly, especially when managing team coverage and workload
In the UK, maternity leave is structured in two parts, and while all eligible employees can take the full duration, how it is managed internally can vary depending on business needs. Employers often need to think ahead, whether that means hiring temporary cover or redistributing work to support the team during this period.
Maternity leave in the UK is structured as follows:
- Up to 52 weeks of maternity leave in the UK, giving employees the option to take a full year off work.
- 26 weeks of ordinary maternity leave, which covers the first half of the leave period.
- 26 weeks of additional maternity leave, which extends the leave for those who choose to take longer
What is the difference between ordinary maternity leave and additional maternity leave in the UK?
Ordinary maternity leave and additional maternity leave in the UK mainly differ in how return-to-work rights are handled, which is an important detail for employers to manage properly.
For international companies, this is often where confusion comes in, especially when planning role coverage or restructuring teams during a long absence. Getting this wrong can lead to disputes if an employee is not able to return to the correct role.
In the UK, employers are expected to protect the employee’s position during maternity leave as much as possible. This means planning ahead before the leave starts, documenting any role changes, and avoiding decisions that could be seen as unfavourable treatment. It is also important to communicate clearly with the employee about their return, especially if business needs have changed.
To manage this properly, employers should keep in mind:
- Ordinary maternity leave UK (first 26 weeks) requires the employee to return to the same job, with the same terms and conditions.
- Additional maternity leave UK (second 26 weeks) allows for a similar role if the original job is no longer available, but it must be suitable, appropriateand on no less favourable terms.
- Return-to-work rights differ slightly, so employers need to assess carefully before making any role changes.
- Workforce planning is key, including using temporary cover or fixed term contract UK arrangements to avoid disrupting the original role
The difference between the two phases of maternity leave in the UK comes down to return-to-work rights, so employers need to plan ahead and manage roles carefully to avoid issues.
How much do employees get paid during maternity leave in the UK?
Employees may receive statutory maternity pay for up to 39 weeks, depending on eligibility, and this is something employers need to plan for early, especially when budgeting and structuring compensation.
Many businesses hiring employees in the UK choose to offer enhanced maternity pay to stay competitive, especially in industries where attracting talent is more challenging. For international companies, this is an important consideration when benchmarking employee benefits in the UK and building an attractive offer.
To manage this properly and stay competitive in the UK market, employers should consider:
- First 6 weeks at 90% of earnings, which means higher initial payroll cost during the early stage of maternity leave UK.
- Remaining weeks at a fixed statutory rate, which is lower and may impact employee income over time.
- Eligibility requirements apply, so employers need to check service length and earnings thresholds before confirming entitlement.
- Consider enhanced maternity pay, as many UK employers offer this to attract and retain talent.
- Plan payroll and budgeting ahead, especially if managing multiple hires or a growing team
Maternity leave in the UK includes both higher and lower paid periods, so employers hiring in the UK need to plan for cost, stay compliant, and consider offering competitive benefits to attract talent.
Are employees guaranteed their job after maternity leave in the UK?
Yes, employees are generally entitled to return to their job after maternity leave in the UK.
UK’s employment law is clear that employees on maternity leave must not be disadvantaged because of their absence. This means employers need to think ahead before making any role changes, restructuring teams, or hiring permanent replacements. Using temporary cover, such as a fixed-term worker is a common approach to avoid impacting the original role.
To manage this properly, employers should keep in mind:
- Right to return to the same job after 26 weeks, meaning the role, pay, and terms must remain unchanged.
- Right to a similar role after extended leave, if the original role is no longer available, but it must be suitable, appropriate and on no less favourable terms.
- Protection from unfair treatment, ensuring the employee is not disadvantaged due to taking maternity leave in the UK.
- Careful workforce planning, especially when hiring temporary cover or making internal changes.
The UK law strongly protects employees returning from maternity leave, so employers hiring in the UK need to plan ahead and manage roles carefully to avoid risk.
How can partnering with CXC improve workforce leave management in the UK?
Partnering with CXC makes leave management easier to handle, especially when you’re dealing with a growing team across multiple countries.
For companies hiring in the UK, managing leave policy UK requirements can quickly get complicated. Tracking vacation days, handling sick leave correctly, and managing longer absences like maternity leave in the UK all come with their own rules and processes. It is easy for things to slip through the cracks, especially if systems are not set up properly or if teams are spread across locations.
CXC helps bring structure and clarity to this. Instead of juggling spreadsheets or second-guessing entitlements, you have a process that keeps everything consistent and aligned with UK requirements, while still being easy to manage day to day.
Here’s how CXC support you:
- Accurate tracking of employee leave, so you always know balances, usage, and entitlements.
- Compliance with UK leave regulations, helping you avoid common mistakes around pay and eligibility.
- Consistent application of policies, so every employee is treated fairly across the business.
- Reduced administrative burden, giving your team more time to focus on other priorities.
If you’re looking for a simpler way to manage leave or planning to hire in the UK, feel free to speak to our team and see how we can help.
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