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Paid holiday benefits both employers and workers by allowing workers a period of relaxation and recuperation. The entitlement to paid annual leave can be statutory (ie as a result of legislation) or contractual (ie as a result of terms in the contract of employment). This Practice Note looks at:

1. •

   contractual paid holiday entitlement

2. •

   the interaction between contractual and statutory paid holiday entitlement

3. •

   differences that can arise between contractual and statutory paid holiday entitlement

4. •

   the ways in which a relevant agreement can impact upon the operation of statutory paid holiday entitlement, including issues that those drafting or reviewing contracts might wish to address, and

5. •

   claims arising from an employer’s breach of the contractual paid holiday entitlement

For information on statutory paid holiday, see Practice Notes:

1. •

   Statutory paid holiday—the right

2. •

   Statutory paid holiday—carry-over

3. •

   Statutory paid holiday—calculating holiday pay

4. •

   Statutory paid holiday—payment on termination, and

5. •

   Statutory paid holiday—enforcement and claims

Separate provisions apply in respect of statutory paid holiday entitlement for irregular hours and part-year workers (as defined in the Employment Rights (Amendment,