The UK, home to one of the world’s largest and most dynamic economies, remains a prime destination for global employers. With thriving finance, technology, healthcare, and creative sectors, the UK offers extensive opportunities for international businesses. However, hiring in the UK requires a solid understanding of its employment laws, which ensure robust worker protections.
A crucial part of compliance is the leave policy in the UK, which covers annual paid leave, maternity and paternity entitlements, parental leave, sick pay, public holidays, and other special leave rights. These are regulated by the Employment Rights Act 1996, the Working Time Regulations, and statutory guidance.
This guide provides employers and HR leaders with a comprehensive overview of leave entitlements in the UK for 2025.
Table of Contents
- Adoption Leave in the UK
- Earned Leave (Annual Paid Leave) in the UK
- Maternity Leave in the UK
- Parental Leave in the UK
- Paternity Leave in the UK
- Public Holidays in the UK
- Sick Leave Policy in the UK
- Casual Leave in the UK
- Unpaid Leave in the UK
- Other Special Leave Types in the UK
- Digital Leave Management in the UK with Asanify AI
- FAQs on Leave Policy in the UK
Adoption Leave in the UK
Adoption leave in the UK provides adoptive parents with the same rights as biological parents.
- One parent can take up to 52 weeks of adoption leave.
- Adoption leave is split into 26 weeks of Ordinary Adoption Leave and 26 weeks of Additional Adoption Leave.
- Eligible employees receive Statutory Adoption Pay (SAP) for up to 39 weeks (first 6 weeks at 90% of average weekly earnings, followed by 33 weeks at a flat statutory rate or 90% of earnings if lower).
- The other parent may take paternity leave or shared parental leave.
Employees must provide adoption documents and give the employer at least 28 days’ notice.
Earned Leave (Annual Paid Leave) in the UK
Annual leave entitlements in the UK are governed by the Working Time Regulations.
- Employees working a 5-day week receive a minimum of 28 days (5.6 weeks) of paid annual leave.
- This can include public holidays if the employer chooses.
- Part-time employees are entitled to pro-rata leave.
- Employers must ensure accurate leave pay, which is based on the employee’s average weekly earnings over the previous 52 weeks.
Many employers offer additional contractual leave beyond the statutory minimum.
Maternity Leave in the UK
Maternity leave in the UK is among the longest in Europe, offering both job security and financial support.
| Feature | Details |
| Total maternity leave | 52 weeks (26 weeks Ordinary + 26 weeks Additional) |
| Compulsory leave | 2 weeks after birth (4 weeks for factory workers) |
| Statutory Maternity Pay (SMP) | Up to 39 weeks: 6 weeks at 90% of average earnings, followed by 33 weeks at statutory rate (£184.03 per week in 2025 or 90% of earnings if lower) |
| Notice requirement | Employees must notify the employer at least 15 weeks before the due date |
Employers cannot dismiss an employee during maternity leave, and employees are entitled to return to the same or a similar job.
Parental Leave in the UK
Parental leave in the UK includes both unpaid leave and shared parental leave.
| Type of Parental Leave | Duration | Details |
| Unpaid parental leave | Up to 18 weeks per child (maximum 4 weeks per year) | Available until the child turns 18 |
| Shared parental leave (SPL) | Up to 50 weeks shared between parents | Taken in blocks or continuously, following maternity or adoption leave |
Shared parental leave allows flexibility for parents to divide childcare responsibilities. Employers must be notified at least 8 weeks in advance.
Paternity Leave in the UK
Paternity leave enables fathers or partners to support the family after childbirth or adoption.
| Feature | Details |
| Duration | 1–2 weeks of paternity leave |
| Statutory Paternity Pay (SPP) | £184.03 per week in 2025 or 90% of average earnings (if lower) |
| Shared parental leave option | Fathers can opt for SPL, sharing up to 50 weeks with the mother |
Employees must have 26 weeks’ continuous service with their employer by the 15th week before the baby is due to qualify.
Public Holidays in the UK
Employees in the UK are entitled to 8 public holidays, though employers are not legally required to grant them as additional paid leave (they may count toward annual leave entitlements).
| Holiday | Date |
| New Year’s Day | 1 January |
| Good Friday | Movable |
| Easter Monday | Movable (except Scotland) |
| Early May Bank Holiday | First Monday in May |
| Spring Bank Holiday | Last Monday in May |
| Summer Bank Holiday | Last Monday in August (first in Scotland) |
| Christmas Day | 25 December |
| Boxing Day | 26 December |
Regional differences apply: Scotland and Northern Ireland have additional holidays.
Sick Leave Policy in the UK
Employees in the UK are entitled to Statutory Sick Pay (SSP) if they meet eligibility conditions.
| Category | Entitlement |
| Employer obligation | Pay SSP of £116.75 per week (2025 rate) for up to 28 weeks |
| Waiting period | Paid from the 4th consecutive day of sickness |
| Eligibility | Employees must earn at least £123 per week and provide fit notes if absent for more than 7 days |
Employers often offer enhanced contractual sick pay through workplace policies or collective agreements.
Casual Leave in the UK
The UK does not define “casual leave” in law. However, employees may take short absences through:
- Emergency dependants’ leave: Reasonable unpaid leave to care for dependants in urgent situations.
- Time off for public duties: Leave for jury service, school governance, or civic responsibilities.
- Employer policies: Some organizations allow informal casual leave arrangements.
Unpaid Leave in the UK
Unpaid leave is possible under specific circumstances:
- Parental leave (up to 18 weeks per child) is unpaid.
- Employers may also grant unpaid sabbaticals or extended time off at their discretion.
- Time off for dependants is generally unpaid unless employer policy offers payment.
Other Special Leave Types in the UK
Beyond statutory leave, employees may qualify for additional entitlements:
- Bereavement leave: 2 weeks of paid leave for parents who lose a child under 18.
- Training leave: Employees in larger firms may request time off for study or training.
- Trade union leave: Paid time off for union representatives to carry out duties.
- Public duty leave: Time off for roles such as magistrates or school governors.
Digital Leave Management in the UK with Asanify AI
Managing leave in the UK can be challenging due to varied entitlements, regional differences, and employer-enhanced policies. Manual tracking often leads to payroll errors and compliance risks. With an Employer of Record (EOR) in the UK like Asanify, businesses can expand confidently while ensuring compliance.
Here’s how Asanify AI simplifies leave management in the UK:
- Real-time tracking of leave balances and entitlements.
- Slack and mobile-based approval workflows.
- Seamless payroll integration for SSP, maternity, and holiday pay calculations.
- Audit-ready reports compliant with UK labor law and HMRC requirements.
- Automatic policy enforcement for annual leave, parental leave, and public holidays.
This ensures employers stay compliant while giving employees a transparent, seamless leave management experience.
FAQs
Employees receive a minimum of 28 days (5.6 weeks) of paid leave, including public holidays if the employer chooses.
Maternity leave lasts up to 52 weeks, with 39 weeks paid through Statutory Maternity Pay.
Fathers or partners can take 1–2 weeks of paternity leave, with the option of shared parental leave.
Yes, but employers may count them toward the 28-day annual leave entitlement rather than grant them as extra days.
SSP is £116.75 per week for up to 28 weeks, starting from the 4th day of illness.
Yes, mainly for parental leave, time off for dependants, or employer-approved sabbaticals.
Yes, adoptive parents receive up to 52 weeks of adoption leave, with Statutory Adoption Pay for 39 weeks.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
