Holiday Pay, Sick Pay and Notice Periods Under UK Employment Law: What You're Entitled To

People often ask: “How much holiday and sick pay am I entitled to, how much notice must my employer give, and what happens if I am made redundant?” This guide explains the statutory minimums for employees in England and Wales, using the 2026 figures. A statutory minimum is the least the law requires.

1. Start with your written statement of employment particulars

The written statement of employment particulars sets out your employment terms. It is where your holiday entitlement and any contractual notice period are recorded, so it is the first document to check.

Your employer must provide:

• the principal statement on your first day;
• the wider written statement within 2 months of starting; and
• notice of any changes to the written statement within 1 month of making the change.

The principal statement must contain:

• the employer’s name;
• your job title and start date;
• your pay and how often it is paid;
• your hours and working days;
• your holiday entitlement, including whether bank holidays are included;
• your place of work;
• the duration of your contract;
• the length of any probation period; and
• other benefits.

Check the holiday and notice terms against the statutory minimums explained below.

2. Statutory paid holiday entitlement

Holiday entitlement means paid annual leave. Almost all people classed as workers are legally entitled to at least 5.6 weeks’ paid holiday a year.

For someone working a five-day week, this is at least 28 days’ holiday a year.

If you work part-time

Part-time workers who work regular hours throughout the year are still entitled to at least 5.6 weeks. Their entitlement is expressed according to their working pattern, so it may be fewer than 28 days.

For example, someone who works 3 days a week is entitled to at least 16.8 days’ leave a year.

If your hours or working year are irregular

People with irregular hours and people who work for only part of the year build up, or “accrue”, holiday according to the hours they have worked. Their entitlement can build up to 5.6 weeks.

Bank holidays

Your employer can include bank holidays as part of your statutory annual leave. The principal written statement must say whether bank holidays are included.

3. Statutory Sick Pay

Statutory Sick Pay, or SSP, is the minimum payment for an eligible worker who is too ill to work.

If you are eligible, your weekly SSP is the lower of:

• £123.25; or
• 80% of your normal weekly earnings.

SSP is paid for up to 28 weeks.

Your employer uses your average weekly earnings over an 8-week period to work out the earnings-based part of the payment.

SSP is paid by your employer in the same way as normal wages. If you have more than one job, you may be able to receive SSP from each employer.

Your employer may also have its own sick-pay scheme, sometimes called an occupational scheme. This may pay more than SSP. Check your employment contract.

4. Notice periods and notice pay

A notice period is the notice your employer must give before ending your employment. The statutory minimum depends on your length of service:

• 1 month to 2 years: 1 week’s notice.
• 2 to 12 years: 1 week’s notice for each full year of service.
• 12 years or more: 12 weeks’ notice.

A contractual notice period is a notice period set out in your contract. Your contract may provide more than the statutory minimum, but it cannot provide less.

How notice pay is calculated

Notice pay is based on your average weekly earnings over the 12 weeks before the notice period starts.

Payment in lieu of notice

Payment in lieu of notice is a contractual payment instead of working through the notice period. If it is included in your contract, your employment can end without notice and you receive all the basic pay you would have received during the notice period.

5. Statutory redundancy pay

Statutory redundancy pay is a minimum payment based on your age and length of service. You will normally be entitled to it if you are an employee and have worked for your current employer for 2 years or more.

For each full year of service, the amount is:

Your length of service is capped at 20 years.

For dismissals on or after 6 April 2026:

• weekly pay used in the calculation is capped at £751; and
• the maximum statutory redundancy payment is £22,530.

You have 6 months from the date your job ends to apply for statutory redundancy pay.

Frequently asked questions

Can my employer provide a shorter notice period?

No. Your contract can provide a longer notice period, but it cannot provide less than the statutory minimum. Check the written statement for the contractual term.

Can I receive SSP from more than one employer?

If you have more than one job, you may be able to receive SSP from each employer. Each employer pays SSP in the same way as that employer pays normal wages.

How long do I have to apply for statutory redundancy pay?

You have 6 months from the date your job ends to apply.

Start with your written statement, then compare its holiday and notice terms with the statutory minimums set out above.