Holiday entitlement in 2024

To take holiday, employees first have to get permission from their employer. In principle, the employer has to agree to their request. But when can you say no? And what is the difference between statutory holiday entitlement and days over and above the statutory entitlement? We answer these questions for you below:

Using holiday entitlement

In principle, the employer has to agree to requests to take statutory holiday entitlement. Such requests can be refused only if serious business interests are at stake. This also applies if holiday periods apply to a whole sector, such as in the construction or education sectors. An employer refusing a request for holiday must notify the employee in writing within 2 weeks. The employer must then allow the employee to take holiday at another time. Different rules may apply to holiday over and above the statutory entitlement.

Building up holiday entitlement

Employees continue to build up holiday entitlement if they are on pregnancy or maternity leave. Except in the case of long-term care leave or additional childbirth leave, employees on unpaid leave do not build up holiday entitlement. Sick employees continue to build up holiday entitlement. An employer may allow an employee to use ordinary holiday entitlement during a period of illness. Employees who become ill during a holiday must notify their employer. Any such days will then count as sickness days rather than holiday entitlement used. Employees do not lose holiday entitlement days that they were unable to use because of being ill.

Compulsory holidays 

Each year, employers can state in a collective labour agreement or employment contract that certain days are compulsory holidays, such as the Friday between Ascension Day (a national public holiday) and the weekend. Employees then have to take holiday for the number of hours that they would otherwise have worked that day. Employers have to announce these days in good time.