The majority of your workers are legally entitled to paid holidays. The following top tips will help you to successfully manage each worker’s holiday entitlement.
1) Calculate holiday entitlement: A worker's statutory paid holiday entitlement starts on the first day of employment and is 5.6 weeks (28 days for a worker working a five or six-day week) - see holiday entitlement and statutory holiday pay.
2) Consider irregular hours: Ensure that you work out holiday entitlement for any staff who don’t have regular working arrangements. These can include part-time workers, shift workers and casual workers - see calculating holiday entitlement for atypical workers.
3) Include in employment contracts: Set out your employee’s paid holiday entitlement in their employment contract to avoid any disagreements - see the employment contract.
4) Consider bank and public holidays: You do not have to give staff paid time off for bank or public holidays, but ensure that you include this in your employees’ contract. If you allow a worker time off for bank and public holidays over a significant period of time, be aware that it may become an implied term of their contract, even if it is not written in the contract of employment - see pay and time off on public and bank holidays.
5) Agree notice periods: Workers must give you notice if they wish to take leave. You can agree the notice period with them and you should set this out clearly in writing - see taking holiday – notice periods, restrictions and sickness.