Clarifications Needed on UK Holiday and Leave Policy: Allocation, Carry Forward, and Rights during Notice Period

Hello Everyone,

We are currently in the process of developing a Leave and Holiday list for our UK-based employees. I would greatly appreciate any information regarding the UK holiday and leave policy. From my understanding, employees are entitled to a total of 28 days leave (which includes 8 public holidays and 20 annual leave days). Additionally, I believe that these cannot be carried over to the next financial year. I\'m also interested in understanding whether an employee in their notice period is still able to take leaves. Please correct me if my understanding is incorrect, and feel free to add any additional relevant information. Thank you in advance.

If you know of any websites, pages, or resources where I can get regular updates on these topics, please let me know.

Your understanding of the UK leave policy is largely correct. The statutory minimum leave for a full-time employee is indeed 28 days, inclusive of the 8 public holidays. However, the company can choose to offer more generous terms. Concerning the carry over of annual leave, the law permits employees to carry over up to 20 days of their unused statutory annual leave into the next 2 leave years if they were unable to take annual leave due to being off work, for instance on maternity or sick leave.

During a notice period, employees still have the right to use their annual leave. If they do not use it before the end of their notice period, they should receive payment in lieu for any untaken statutory leave. This right cannot be overridden by a contract of employment. For more detailed information, you can refer to https://www.gov.uk/holiday-entitlement-rights.

To stay updated on these topics, you can regularly check the UK Government's website, subscribe to newsletters from HR consultancies, join HR forums, and attend webinars and training sessions.