This employment law guide explores the basics of employee annual leave entitlement and offers guidance on how to avoid common pitfalls.

Employers have a statutory obligation to give paid annual leave to all workers covered by the Organisation of Working Time Act 1997. This includes all employees, apprentices and those employed through an employment agency. The statutory minimum annual leave entitlement for employees can be calculated using one of the following methods:

• 4 working weeks in a leave year in which he or she works at least 1365 hours (unless it is a leave year in which he or she changes employment.
• One-third of a working week for each moth in the leave year in which he or she works at least 117 hours in that month
• 8% or higher depending on the full time equivalent of the hours he or she works in a leave year (but subject to a maximum of four working weeks

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• Contractual Entitlement
• Sickness during annual leave
• Carry Over
• Timing of Annual Leave
• Payment in lieu of annual leave
• Holiday Pay
• Public Holidays
• Church Holidays
• Accrual of Public Holiday Entitlements
• Public/Church Holiday Remuneration
• Variable Hour, Fixed Rate & Salary Employees
• Piece Rate, Commission Based etc. Employees: