So how much of it are employees truly entitled to?
Well, in line with the Working Time Regulations Act, full-time employees are entitled to 28 days holiday per annum. However, this can include bank and public holidays (such as Christmas and New Year), so the amount of flexible holiday dates you end up with could be less. As long as they add up to 28 days overall, then your employer isn’t breaching employment law.
If you’re a part time employee, then your holiday entitlement is calculated on a pro-rata basis against the standard 28 days full-time employees receive. That means that, for instance, if you work half the hours that one of your full-time colleagues does, you’ll be entitled to 14 days.
Of course, depending on the nature of your position or policies within the company you work for you could end up with more – the above is just a guide to the legal minimum.
One thing that employers need to bear in mind though, is that the amount of holiday dates you’re entitled to should be specified in your contract. When changes are made to your contract (for instance if you receive a promotion), any alterations to your holiday allowance must be specified within your new one.
Any unused holiday entitlement should also be included in your final pay if you leave your position.
Some employers will allow you to carry over leave from one year to the next, while others won’t – this is at their own discretion. However, this information also has to be included in your contract or staff handbook.
Details on the holiday request process should also be included in one of these documents.
If you’ve got any further queries about holiday leave, or you require an employment lawyer in London, then don’t hesitate to get in touch. We’d love to hear from you, and would be more than happy to provide you with any advice you need.