“All employees of the council are entitled to holiday regardless of whether they work full or part time.”

Holiday must either be taken by the employee or paid by the council, subject to agreement with the employee.

The best place to find your holiday entitlement is in your contract of employment. If your contract of employment says ‘no entitlement’ this is unlawful and must be revised. If your contract of employment does not state how much you are entitled to, then this must be calculated as the statutory minimum and you can use HMRC’s holiday entitlement calculator by clicking here.

The statutory minimum holiday entitlement is 5.6 weeks including bank holidays. This is pro-rated based on the number of hours per week, month, or year an employee works.

Zero hour contract and casual workers are also entitled to holiday; this is accrued on a monthly basis at the rate of 12.07%.

If you are unsure how to calculate your holiday entitlement, please contact me and I can calculate this for you.

Holiday entitlement is not specific to the employee, but rather to the employment. An employee can have numerous employments and be entitled to 5.6 weeks holiday (pro-rata) minimum per employment.

You may be able to carry some of your holiday from a previous year over into a new holiday year, but this is subject to approval from the council, please refer to your contract in this instance.

You also accrue holiday on overtime which must be paid or taken. Please revert to my blog on holiday pay to find the calculations for this.