Employees are entitled to at least 5.6 weeks' paid leave each year.
For employees working five days a week this means 28 days inclusive of public holidays. There is no requirement to give leave on public holidays (in England and Wales there are 8 bank holidays, while in Scotland there are 9).
Since 2015, voluntary overtime can be included in holiday pay.
Part-time employees should not be treated less favourably than comparable full-time employees in their entitlement to pay and benefits. On that basis, they are entitled to a pro-rated holiday entitlement, according to the proportion of full-time hours that they work.
Employees must be given a rest break if the working day exceeds six hours and cannot work for more than 13 hours a day. They must also either have 24 hours' continuous rest a week or 48 hours a fortnight.
When an employee has taken more leave than they are entitled to and their employment has since been terminated, an employer may be entitled to compensation, depending on whether the employee's contract of employment allows for this.
The employee's contract of employment should specify their entitlement to annual holidays. Otherwise, holiday entitlement is calculated by multiplying the number of days worked each week by 5.6. For example, workers who are contracted to work five days a week must get at least 28 days off a year (5 days x 5.6) including public holidays. If a worker is contracted to work three days a week, their leave entitlement will be 16.8 days off a year (3 days x 5.6).