Types of employment leave in the UK: a 2026 employer guide

The table below lists the statutory leave types most UK employers deal with, how long each lasts and whether there is a statutory right to pay. Leave and pay are tested separately: someone can be entitled to the time off but not to the statutory payment.

Your contract or policy can be more generous than the statutory minimum, but it cannot give less. Record each absence under its real type so balances, pay and any protection against detriment stay accurate.

Almost all workers are entitled to 5.6 weeks' paid holiday a year. For someone working five days a week that is 28 days, and statutory paid holiday is capped at 28 days even for people who work six days. Employers can choose to include bank holidays in the 28 days.

Part-time staff get a pro-rata amount, and workers with irregular hours or part-year contracts may accrue holiday at 12.07% of hours worked. Holiday continues to build up during sick leave and family leave.

There is no fixed limit on how long someone can be off sick, but Statutory Sick Pay is paid from the first full working day of sickness for up to 28 weeks. Employees can self-certify for up to seven days; after that you can ask for a fit note.

Company sick pay is optional and set by your contract or policy. Disability-related absence may need reasonable adjustments under the Equality Act 2010, so treat absence triggers as a prompt for a conversation.

Maternity, adoption, paternity, shared parental, neonatal care and parental bereavement leave each have their own notice rules and statutory pay. Leave is often available from day one, while statutory pay usually needs 26 weeks' continuous employment and average earnings of at least £129 a week.

Neonatal care leave applies where a baby born on or after 6 April 2025 spends at least seven continuous days in neonatal care. It is added to other family leave and must be taken within 68 weeks of the birth.

Unpaid parental leave, carer's leave and time off for dependants are statutory rights even though there is no statutory pay. Time off for dependants covers genuine emergencies, such as a child falling ill or childcare breaking down, and has no fixed number of days.

Compassionate leave, time off in lieu, sabbaticals, study leave and duvet days are set by the employer. Write down who qualifies, how much is allowed and how it is paid, so managers apply it consistently.