How much annual leave am I entitled to in the UK?

Most full-time workers in the UK are entitled to 5.6 weeks (28 days) of paid annual leave per year under the UK Working Time Regulations 1998. This can include bank holidays in England and Wales. British part-time workers receive a pro-rata entitlement.

Can my employer refuse my annual leave request?

Yes, an employer can refuse a leave request provided they give adequate counter-notice. The notice must be at least as long as the leave period requested. However, they cannot prevent you from taking your full entitlement during the leave year.

Do I have to give a reason for my annual leave?

No, there is no legal requirement to provide a reason when requesting annual leave. However, some employers may ask for reasons as part of their internal process, particularly for longer periods of absence.

Can I carry over unused annual leave?

Statutory leave generally cannot be carried over unless you were unable to take it due to sickness or family-related leave. However, many employers offer contractual carry-over arrangements for days above the statutory 20-day minimum (excluding bank holidays).

How much notice do I need to give for annual leave?

Unless your contract specifies otherwise, the statutory default is that you must give notice of at least twice the length of the leave you wish to take. For example, two weeks' notice for one week of leave.

What happens to my annual leave if I resign?

When you leave a UK job, you are entitled to be paid for any accrued but untaken statutory leave under British employment law. Conversely, if you have taken more leave than you have accrued, your employer in England and Wales may be able to deduct the excess from your final pay if the contract allows it.

Are bank holidays included in my annual leave?

There is no statutory right to time off on bank holidays. Whether bank holidays are included in your 28-day entitlement or provided in addition depends on your employment contract.

Can I request annual leave during my notice period?

Yes, you can request annual leave during your notice period in the UK, and your British employer can also require you to take unused leave during this time. The normal UK rules for requesting and approving leave apply under English employment law.

EmploymentUnited Kingdom

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ANNUAL LEAVE REQUEST

United Kingdom · Working Time Regulations 1998 · Employment Rights Act 1996

EMPLOYEE AND EMPLOYER DETAILS

EMPLOYEE	Sarah Louise Collins (ID: HS-1042)
JOB TITLE	Marketing Coordinator · Marketing
WORKING PATTERN	Full-time
ORGANISATION	Hartwell Solutions Ltd, 18 Kings Road, Manchester M3 2WR
LINE MANAGER	David Patel, Marketing Director · d.patel@hartwellsolutions.co.uk
DATE OF REQUEST	2026-03-21

LEAVE REQUEST

LEAVE TYPE	Annual Leave (WTR reg 13/13A)
LEAVE START	2026-04-14
LEAVE END	2026-04-24
RETURN TO WORK	2026-04-27
WORKING DAYS	9 day(s)
HOLIDAY-YEAR START	1 January 2026
ANNUAL ENTITLEMENT	28 day(s) (5.6 weeks inc. bank holidays minimum)
DAYS ALREADY TAKEN	5 day(s)
DAYS REMAINING AFTER REQUEST	14 day(s)

Request Date: 2026-03-21

Annual Leave (WTR reg 13/13A) · 9 working day(s)

This Annual Leave Request (the "Request") is submitted on 2026-03-21 by Sarah Louise Collins (the "Employee"), employed as Marketing Coordinator in the Marketing team, to Hartwell Solutions Ltd (the "Employer") for approval in accordance with the Working Time Regulations 1998, the Employment Rights Act 1996 and the Employer's applicable leave policy.

STATUTORY LEAVE ENTITLEMENT

1.1 Under regulations 13 and 13A of the Working Time Regulations 1998, every worker is entitled to a minimum of 5.6 weeks' paid annual leave (28 days for a five-day-per-week worker, inclusive of bank and public holidays) in each leave year. 1.2 This statutory entitlement cannot be replaced by a payment in lieu except on termination of employment (WTR reg 14). 1.3 The Employee is classified as full-time. Part-year and term-time workers retain the full 5.6-week entitlement in accordance with Harpur Trust v Brazel [2022] UKSC 21; pro-rata calculations below that statutory floor are unlawful.

NOTICE AND EMPLOYER COUNTER-NOTICE

2.1 Under regulation 15 of the Working Time Regulations 1998, the Employee must give the Employer notice at least equal to twice the duration of the leave requested (e.g. at least 10 calendar days' notice for 5 working days of leave), unless the contract of employment provides otherwise. 2.2 The Employer may require the Employee to take, or refuse the taking of, leave on particular days by serving a counter-notice of equal length (WTR reg 15(2)-(3)). 2.3 Any refusal will be made in good time and, so far as reasonably practicable, will not prevent the Employee taking the full statutory entitlement within the leave year.

EMPLOYEE DECLARATION

3.1 The Employee confirms that this Request is made in accordance with the notice requirements in clause 2 above and any additional contractual provisions. The Employee is not legally required to provide a reason for a request for annual leave. 3.2 Reason / supporting notes (voluntary): Family holiday (not required to state a reason under WTR 1998)

MANAGER DECISION AND COUNTER-NOTICE

4.1 The Employer's decision on this Request is: Approved, decided on 2026-03-25 by David Patel (Marketing Director). 4.5 Nothing in this decision removes or reduces the Employee's statutory right to take the full 5.6 weeks of leave within the current leave year.

COVER AND HANDOVER ARRANGEMENTS

5.1 Cover: Day-to-day duties covered by Tom Barker (Senior Executive). Campaign handover to Lisa Stewart.. 5.2 Handover deadline: 11 April 2026. 5.3 The Employee will not be required to work during the approved leave period (save for any agreed Keeping-in-Touch contact), in line with the Employer's duty to allow rest periods under the Working Time Regulations 1998.

EQUALITY ACT 2010 — REASONABLE ACCOMMODATION

The Employer has screened this Request against the Equality Act 2010 and confirmed that no protected characteristic under sections 4-12 of that Act is engaged. The Employer nevertheless reserves the ability to reconsider the decision if additional information is later disclosed.

HOLIDAY PAY CALCULATION

7.1 Holiday pay for the approved leave shall be calculated on the basis of a week's pay including regularly-worked overtime and commission in accordance with East of England Ambulance Service v Flowers [2019] EWCA Civ 947. 7.2 Where the Employee has no normal working hours, a week's pay is the average of remuneration received in the 52 weeks prior to the leave (ERA 1996 s.224, as amended by the Employment Rights Act 1996 (Amendment) Regulations 2019 (SI 2019/93)). 7.3 Unlawful underpayment of holiday pay is recoverable as a deduction from wages claim under ERA 1996 ss.13-14, subject to the two-year backstop in the Deduction from Wages (Limitation) Regulations 2014.

DATA PROTECTION

Personal data processed in connection with this Request (names, dates, leave balances and any supporting information) shall be handled in accordance with the UK General Data Protection Regulation and the Data Protection Act 2018. Records will be retained only for as long as necessary for payroll, HR audit and statutory limitation purposes.

GOVERNING LAW

This Request and the decision upon it shall be governed by the laws of England and Wales (or Scotland / Northern Ireland where applicable) and without prejudice to the Employee's statutory rights under the Working Time Regulations 1998, the Employment Rights Act 1996 and the Equality Act 2010. The rights of any third party under the Contracts (Rights of Third Parties) Act 1999 are excluded.

EMPLOYEE

Sarah Louise Collins

Date: ____________________

LINE MANAGER

David Patel

Date: ____________________

What Is an Annual Leave Request Form?

An annual leave request form is a written document used by employees to formally request time off from work. Under the Working Time Regulations 1998, most workers in the UK are entitled to 5.6 weeks of paid annual leave per year, and this form provides a structured way to manage those requests.

The form typically records the employee's details, the dates requested, the type of leave, and any handover arrangements. It helps employers maintain accurate records and manage workforce availability.

Using a standardised UK annual leave request form ensures consistency across your British organisation, reduces misunderstandings, and provides a clear audit trail for both the employer and the employee under English employment law.

What's Covered in This Template

Our annual leave request template includes all the essential sections you need for a compliant and professional leave request.

Employee Details

Full name, job title, department, and employee reference number for accurate record-keeping.

Leave Dates

Start date, end date, and total number of working days requested, including half-day options.

Type of Leave

Classification of leave type — annual leave, bank holiday substitution, or carried-over days.

Leave Balance

Current entitlement, days already taken, and remaining balance for the leave year.

Reason for Leave

Optional section for the employee to provide context for their request.

Handover Arrangements

Details of work coverage and any tasks that need to be delegated during the absence.

Manager Approval Section

Space for the line manager to approve, decline, or request changes to the leave request.

Return Date Confirmation

Confirmation of the expected return-to-work date to help with scheduling.

Emergency Contact

Contact details in case the employee needs to be reached during their leave period.

Cancellation Policy

Reference to the company policy on cancelling or amending approved leave requests.

How to Create an Annual Leave Request

Follow these simple steps to complete your annual leave request form using our template.

1
Enter Employee Information
Fill in your full name, job title, department, and employee number. This ensures the request is correctly attributed in HR records.
2
Specify Leave Dates
Select your requested start and end dates, and confirm the total number of working days. Include whether any half-days are involved.
3
Check Your Leave Balance
Review your current leave entitlement and remaining balance to ensure you have sufficient days available for the period requested.
4
Add Handover Details
Note any ongoing projects or tasks that will need coverage, and identify colleagues who can handle your responsibilities while you are away.
5
Submit for Approval
Download the completed form as a PDF and submit it to your line manager or HR department according to your company's leave request procedure.

Legal Considerations

Understanding the legal framework around annual leave in the UK helps both employers and employees manage time off correctly.

This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.

Reviewed for England & Wales law

Working Time Regulations 1998

Under the UK Working Time Regulations 1998, most workers in England and Wales are entitled to 5.6 weeks (28 days for full-time employees) of paid annual leave per year. This includes bank holidays unless the British employment contract states otherwise. UK employers can require workers to give notice equal to twice the length of the leave they wish to take.

Carrying Over Leave

Generally, UK statutory leave must be taken within the leave year and cannot be carried over under British employment law. However, exceptions apply in England and Wales where an employee has been unable to take leave due to sickness or maternity/paternity leave. Some British employers allow contractual carry-over above the statutory minimum.

Part-Time and Irregular Hours Workers

UK part-time workers are entitled to annual leave on a pro-rata basis. From 1 January 2024, new accrual rules apply for irregular hours and part-year workers in Britain, calculated as 12.07% of hours worked in a pay period. British employers must ensure leave calculations are fair and non-discriminatory under the Equality Act 2010.

Employer Refusal of Leave

UK employers can refuse a leave request, but they must give counter-notice at least as long as the period of leave requested. Persistent or unreasonable refusal of leave may lead to claims under the UK Working Time Regulations in England and Wales. British employees should follow their company's internal procedures for resolving disputes.

Frequently Asked Questions

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