Holiday Entitlement and Pay Reforms from 1st January

As of 1 January 2024, significant reforms in holiday entitlement and pay regulations have come into effect, reshaping the landscape for both employers and employees.

The guidance published on these reforms aims to provide clarity on the changes and ensure a fair and transparent system. In this blog, Mohammed Balal, our Employment Law specialist highlights the key changes.

Key Changes

Accrual of Holiday Entitlement

The reforms introduce adjustments to the accrual of UK holiday entitlement, outlining the criteria for eligibility and the calculation methods.

Starting from 1 April 2024, a revised accrual method will apply to irregular-hour workers and part-year workers during their first year of employment and thereafter. The holiday entitlement for such workers will be determined as 12.07% of the actual hours worked in a given pay period.

Calculation of Holiday Pay

Employers are now required to revise their approach to calculating holiday pay. The guidance emphasises considerations such as overtime, bonuses, and commission in determining the accurate holiday pay entitlement.

Every full-year employee, excluding those who are truly self-employed, is entitled by law to 5.6 weeks of paid statutory holiday leave each year. Of this minimum holiday entitlement, four weeks must be compensated at the employee’s ‘normal’ pay rate. This includes regular earnings, such as overtime, standard bonuses, and commission. The remaining 1.6 weeks’ entitlement may be paid at the ‘basic’ pay rate, representing the employee’s basic remuneration.

Increased Leave for Parents

Parental leave entitlements have seen an expansion, allowing parents to enjoy extended time off while ensuring job security.

During maternity or family-related absences from work, irregular hours and part-year workers will continue to accrue leave from 1 April 2024.

Flexible Working Arrangements

The reforms encourage a more adaptable approach to working arrangements, promoting a healthy work-life balance. Employers are urged to consider flexible options that suit both parties.

Clarification on Statutory Leave

The guidance provides clarity on statutory leave entitlements, making it easier for employers and employees to understand their rights and obligations.

The guidance centres on the legal minimum requirement of 5.6 weeks of paid holiday. Many workers may have agreements granting them additional paid leave beyond the statutory minimum, referred to as contractual holiday entitlement.

Implications for Employers

Compliance Measures

Employers are advised to review and update their policies to align with the new regulations, ensuring compliance with the latest legal holiday entitlement and pay requirements.

Communication Strategies

Transparent communication with employees is crucial during this transition period. Employers should clearly convey the changes in policies and address any concerns raised by their workforce.

Employers must communicate to their workers that failing to take holiday within the applicable leave year will result in it being lost. They should also take practical steps to ensure their employees are able to use their holiday entitlement.

Training for HR Personnel

Human Resources personnel should be adequately trained to navigate the updated regulations, ensuring accurate implementation and adherence.

Trained HR staff should offer guidance to employees, making leave management and compensation fair and efficient.

Implications for Employees

Understanding Rights

Employees are encouraged to familiarise themselves with the revised regulations to understand their updated rights regarding holiday entitlement and enhanced holiday pay.

This ensures that employees are aware of the legal requirements and can assert their rights appropriately.

Being informed about holiday entitlement and pay ensures that employees receive fair and accurate compensation for their time off, including any changes in regulations or policies.

Awareness of rights helps prevent misunderstandings or disputes between employees and employers, fostering a more transparent and harmonious work environment.

Open Dialogue with Employers

Open communication with employers is key. Employees should feel empowered to discuss any concerns or seek clarification on the changes directly affecting them.

The guidance published on holiday entitlement and pay reforms from 1 January 2024 marks a significant shift in the employment landscape.

Employers and employees alike must proactively engage with the reforms to foster a harmonious working environment that respects the rights and well-being of all parties involved.

How Butcher & Barlow’s employment solicitors can help

In the complex and fast changing landscape of employment law it is crucial to maintain positive relations between employer and employee. At Butcher & Barlow, we are dedicated to providing expert guidance to businesses and individuals throughout the North West, assisting them in overcoming various challenging employment law issues. Trust us to navigate the intricacies, ensuring a resolution that benefits both employers and employees. And let us be your trusted partner in securing a harmonious and legally sound work environment.

If you require bespoke guidance or advice on employee holiday entitlement, and any of these changes, Mohammed can be contacted on 0161 764 4062 or emailed at We will be adding further guidance on some of these changes to the website over the coming weeks.


Mohammed Balal

Mohammed Balal