UK leave & HR guides
Practical, plain-English answers to the UK leave and HR questions small employers actually ask — statutory entitlements, holiday pay, bank holidays and data protection. Free to read, no sign-up required.
UK Statutory Leave Types Explained (2026 Guide for Employers)
A plain-English guide to the ten UK statutory leave entitlements — annual leave, SSP, maternity, paternity, shared parental, adoption, bereavement, unpaid parental, carer's and neonatal care leave — with 2026/27 rates.
Read guide →How to Calculate Holiday Entitlement for Part-Time Workers (UK)
Part-time staff get the same 5.6 weeks' holiday as full-timers, pro-rata. Here's how to calculate it correctly — with worked examples for fixed days, varying hours and bank holidays.
Read guide →How to Calculate Holiday Pay Including Overtime (UK, 2026)
UK law requires holiday pay to include regular overtime, commission and shift pay — not just basic salary. Here's how the 52-week average works and how to calculate it correctly.
Read guide →UK Bank Holidays by Region: England, Wales, Scotland & Northern Ireland
The UK has three different sets of bank holidays, not one. Here's the full list for England & Wales, Scotland and Northern Ireland — and why it matters for staff holiday entitlement.
Read guide →GDPR and Employee Sickness Records: A Guide for Small UK Employers
Sickness and absence records are 'special category' health data under UK GDPR, with stricter rules. Here's what small employers must do to handle staff absence data lawfully.
Read guide →Holiday Entitlement for Irregular-Hours & Zero-Hours Workers (UK, 2024 Rules)
From April 2024, holiday for irregular-hours and part-year workers accrues at 12.07% of the hours they work. Here's what changed, who it applies to, and how to calculate it — with worked examples.
Read guide →SSP Changes April 2026: What Employers Need to Do
From 6 April 2026, Statutory Sick Pay has no waiting days, no Lower Earnings Limit, and is capped at 80% of average weekly earnings. Here's what changed and what employers must do.
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These guides are general information, not legal advice. For decisions about a specific employee or your obligations, consult an employment law professional.