Under the Working Time Regulations 1998, your UK employer can change the dates of your approved annual leave — but only if they give you notice equal to the length of the leave. For a five-day leave request, they must give at least five days’ notice of the change. For statutory leave (maternity, paternity, parental, carers), your employer cannot change the dates at all.
Key Takeaways
- Employers can cancel or change approved annual leave dates with notice equal to the leave duration — no exceptions.
- For emergency cancellations with shorter notice, the employer must have your agreement — they cannot unilaterally impose it.
- Statutory leave (maternity, paternity, adoption, parental, carers, time off for dependants) cannot be changed by your employer.
- If your employer changes your leave at short notice and you suffer a financial loss (non-refundable bookings), you can ask for compensation — though it is not a legal right.
- A pattern of repeatedly changing approved leave could amount to a breach of mutual trust and confidence.
The Notice Rule
The Working Time Regulations 1998 (regulation 15) state that an employer who wishes to require an employee not to take annual leave on particular days — including cancelling or rescheduling already-approved leave — must give notice equal to the length of the leave in question.
| Approved leave duration | Minimum notice required |
|---|---|
| 1 day | 1 day |
| 5 days | 5 days |
| 10 days | 10 days |
| 2 weeks (14 days) | 14 days |
If your employer gives you less notice than this, you can refuse the change. If they try to enforce it anyway, you can raise a grievance.
What About Emergency Cancellations
If your employer needs to cancel your leave at shorter notice than the regulations require — for example, a genuine emergency where they need you in the office tomorrow — they cannot force you to accept it. They can ask, and you can agree, but they cannot impose the change.
If you agree to a short-notice cancellation, you are entitled to:
- The leave reinstated for alternative dates
- Any expenses incurred as a result of the cancellation reimbursed (non-refundable flights, accommodation, etc.)
- Compensation for the inconvenience as a goodwill gesture from the employer
What Leave Cannot Be Changed?
Your employer cannot change the dates of:
- Statutory maternity leave — the 52 weeks are yours to schedule (within the legal framework)
- Statutory paternity leave — must be taken within 56 days of the birth
- Statutory adoption leave — same protection as maternity leave
- Shared parental leave — once the notice period has passed
- Parental leave — limited postponement is possible, but outright change is not
- Carer’s leave — new right from April 2024
- Time off for dependants — by its nature, emergency leave cannot be rescheduled
These are legal entitlements, not discretionary benefits. An employer who tries to change statutory leave dates is likely in breach of the Employment Rights Act 1996.
What If the Change Causes You Financial Loss?
If your employer changes your approved leave dates and you lose money (non-refundable flights, accommodation deposits, event tickets), you can ask for reimbursement. There is no legal requirement for the employer to pay this, but most reasonable employers will cover genuine losses arising from a cancellation they initiated.
If the employer refuses to cover your losses and the cancellation was at short notice (less than the statutory notice period), you could raise a grievance or, in extreme cases, argue that the employer’s conduct is a breach of the implied term of trust and confidence.
FAQ
Can my employer change my leave because someone else requested the same dates?
No — once your leave is approved, it is approved. The employer should follow a fair process for conflicting requests (e.g. first-come, first-served). Cancelling your approved leave to accommodate another employee’s later request is unreasonable.
What if my employer changes the dates but offers alternatives I don’t want?
You can decline the alternatives and insist on your original dates if the notice period has not been met. If the notice period has been met, you must accept the change and negotiate new dates. See our how to decline a leave request guide for the employer’s perspective on fair process.
Can I claim constructive dismissal if my employer changes my leave repeatedly?
A single change to approved leave, even with short notice, is unlikely to amount to a fundamental breach of contract. However, a persistent pattern of changing leave dates without regard for the employee’s circumstances could, over time, amount to a breach of mutual trust and confidence that supports a constructive dismissal claim.
Does this apply to zero-hours workers?
Yes. Zero-hours workers have the same annual leave rights under the Working Time Regulations. The same notice rules apply to changes in approved leave.
Should I get the change in writing?
Yes. Always confirm any change to approved leave in writing (email is fine). If your employer calls you to tell you about a change, follow up with an email confirming what was said. Written records are essential if a dispute arises.