UK statutory leave entitlements for 2026 include annual leave, sick pay, parental leave, and other statutory rights protected by employment law.
Key Takeaways
- Statutory minimum entitlements protect all workers
- Employment Rights Act 1996 is primary legislation
- Working Time Regulations 1998 govern holiday
- Equality Act 2010 prevents discrimination
- Company policies may exceed statutory minimums
Statutory Entitlements 2026
Annual Leave
- Statutory minimum: 5.6 weeks (28 days for 5-day week)
- Including bank holidays: Part of statutory entitlement
- Part-time: Proportionate to days worked
- New starters: Pro-rata from start date
Sick Pay
- Statutory Sick Pay (SSP): £116.75 per week
- Waiting period: 3 consecutive days
- Maximum duration: 28 weeks
- Eligibility: Average earnings at least £123 per week
Parental Leave
- Maternity: Up to 52 weeks
- Paternity: Up to 2 weeks
- Shared parental: Up to 50 weeks
- Adoption: Up to 52 weeks
- Parental bereavement: Up to 2 weeks
Other Leave
- Compassionate: No statutory right (discretionary)
- Study: No statutory right (discretionary)
- Jury service: Statutory right to time off
- Trade union: Statutory right to time off
- Public duties: Statutory right to time off
Bank Holidays 2026
England and Wales
| Date | Day | Holiday |
|---|---|---|
| 1 January | Thursday | New Year’s Day |
| 3 April | Friday | Good Friday |
| 6 April | Monday | Easter Monday |
| 4 May | Monday | Early May Bank Holiday |
| 25 May | Monday | Spring Bank Holiday |
| 31 August | Monday | Summer Bank Holiday |
| 25 December | Friday | Christmas Day |
| 28 December | Monday | Boxing Day (substitute) |
Scotland
- Additional bank holiday: St Andrew’s Day (30 November)
Northern Ireland
- Additional bank holidays: Battle of the Boyne (13 July)
Key Legislation
Employment Rights Act 1996
- Section 13 - entitlement to paid holiday
- Section 14 - payment for holiday
- Section 15 - carryover of holiday
- Protection - applies to all workers
Working Time Regulations 1998
- Regulation 13 - entitlement to paid leave
- Regulation 14 - payment for leave
- Regulation 15 - calculation of pay
- Regulation 16 - carryover rules
Equality Act 2010
- Protection - from discrimination
- Reasonable adjustments - for disabled employees
- Indirect discrimination - avoid policies that disadvantage
- Harassment - protect from bullying
Your Rights
Right to Request Leave
- All workers can request leave
- Reasonable consideration - employer must consider
- Written response - if request refused
- No detriment - for requesting leave
Right to Be Heard
- Before refusal - employer must explain
- Consider circumstances - individual situation
- Offer alternatives - if possible
- Document reasons - for refusal
Right to Representation
- Trade union - representative can attend
- Colleague - can attend meetings
- Support - during formal process
- Protection - from detriment
Managing Statutory Entitlements
For Employers
- Know the law - understand statutory rights
- Set clear policies - document and communicate
- Apply consistently - fair treatment
- Maintain records - for 7 years minimum
- Seek advice - for complex cases
For Employees
- Know your rights - statutory entitlements
- Check contract - for enhanced provisions
- Follow procedures - request leave correctly
- Keep records - of leave taken and paid
- Seek advice - if rights not respected
Compliance Checklist
- Statutory entitlements understood
- Employment contracts reviewed
- Leave policies documented
- Records maintained for 7 years
- Employee rights communicated
- Legal compliance verified
- Regular review scheduled
- Advice available for complex cases
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