It is important to for Employers and Employees to understand their requirements with regards to holiday leave. Employees need to be aware that they can request holiday leave when they want. Employers may refuse to give holiday leave at certain times, for example during busy periods, but they can’t refuse to let an Employee take any holiday at all. They can also make Employees take leave at certain times, such as Christmas or bank holidays, and restrict how much holiday can be taken at one time.
An Employee will need to give an Employor at least twice the amount of notice as time as they want to take off, unless their contract says to the contrary. An Employer must give the same amount of notice to refuse leave as the amount of holiday an Employee has requested.
The Employer will also have a start and end date when the Employer should take your holiday known as the ‘leave year’ and Employees need to be aware of this because an Employee must take most of their statutory leave during the leave year. It is possible for Employees to ‘carry over’ in the next leave year up to 8 days out
of 28 days’ leave, however; it is up to an Employer to decide how many. The contract of employments will normally say how much holiday leave can be carried over.
There’s no automatic right for Employees to be paid public or bank holidays. An Employer can choose to include these as part of statutory annual leave. If the workplace is closed on a public holiday and it’s normally a work day for an Employee, Employers can make you take it as paid leave.
Our office will be closed for the Christmas Holidays from 1pm on Christmas Eve until 9am on 2nd January 2019. We all at Milwyn Jenkins & Jenkins wish you a Merry Christmas and a Happy New Year