Time away.
Understood.

Four weeks, shaped around your working week.

After 12 months of continuous employment, employees become entitled to at least four weeks of paid annual holidays. A week of leave reflects the employee’s working week. For someone who regularly works three days a week, four weeks ordinarily covers 12 working days, rather than 20.

Annual holiday pay is generally the greater of ordinary weekly pay at the start of the holiday and average weekly earnings over the preceding 12 months. Variable hours, parental leave and changes in work pattern can affect the calculation.

Employers and employees should agree when leave is taken and keep clear entitlement and usage records. Leave in advance needs agreement; a balance shown as hours or days should still preserve the entitlement in weeks.

Managing annual holidays ↗ · Calculating annual holiday pay ↗

Sick leave is an entitlement in days.

Eligible employees receive 10 days of paid sick leave after meeting the six-month employment test, and a further 10 days for each qualifying 12-month period. The test is continuous employment for six months, or six months averaging at least 10 hours a week with at least one hour every week or 40 hours every month.

The minimum is not pro-rated for part-time employees. Unused entitlement carries over up to a statutory total of 20 days; an agreement may provide more. Sick leave can cover an employee, their partner or someone dependent on them for care, on an otherwise working day.

Proof of sickness rules depend on the length of the illness. For a request covering fewer than three consecutive calendar days, the employer generally pays reasonable costs of obtaining proof. Unused sick leave is not normally paid out on leaving.

Public holidays depend on the roster.

If a public holiday is an otherwise working day and the employee does not work, they are generally entitled to a paid day off. Working on the holiday means at least time and a half for hours worked, plus an alternative holiday if it was also an otherwise working day.

For weekend holidays that can be transferred, the actual or observed date depends on the employee’s normal work pattern. Use the date that applies to that employee.

Open the public holiday calendar → · Official public holiday rights ↗

8% is a specific arrangement.

Pay-as-you-go annual holiday pay may be used for genuine fixed-term employment of less than 12 months, or work so irregular or intermittent that providing four weeks of annual holidays is impracticable. The label “casual” alone does not establish eligibility.

The arrangement must be agreed in the employment agreement, paid at no less than 8% of gross earnings, and identifiable separately. Review it when working arrangements change. Paying 8% incorrectly can leave the employee still entitled to paid annual holidays.

There is more to check at key moments.

Bereavement, family violence and parental leave have their own eligibility, notice and payment rules. Use the relevant guidance for the employee’s circumstances.

Final pay can include outstanding annual holiday entitlements, alternative holidays and holiday pay since the last anniversary. Public holidays after an employee’s last day can also affect the calculation. Treat final pay separately from a regular salary estimate.

All leave types ↗ · Final pay guidance ↗

Keep an eye on the transition.

Before changing a leave policy or payroll calculation, check the official commencement and transition guidance. A law being passed does not mean its future rules already apply.