Holiday is one of those topics where everyone is sure they know the answer, and everyone has a slightly different one. For small employers, a mistaken assumption can lead to awkward conversations or underpaid leave. This article sets five common myths against the guidance published by Acas, the Advisory, Conciliation and Arbitration Service. It is general information only, not legal advice.
Myth 1: "Everyone gets 28 days"
Fact: Acas says workers are entitled by law to 5.6 weeks of statutory paid holiday a year. For someone working a five-day week, that works out at 28 days (5 x 5.6). Statutory paid holiday is limited to 28 days, so the figure is a ceiling for the statutory minimum rather than a promise of 28 days for every worker. Contracts can offer more than the legal minimum.
Myth 2: "Bank holidays always come on top"
Fact: Acas says bank holidays might be included in the paid holiday. Whether they are extra or part of the entitlement depends on what the contract says. If you are an employer, say clearly in the contract or staff handbook whether bank holidays are included. If you are a worker, check your contract before assuming you have days in hand.
Myth 3: "Part-timers get fewer weeks"
Fact: Part-time workers keep the same 5.6-week entitlement, scaled to the hours they work. Acas gives the example of someone working three days a week: 3 x 5.6 gives 16.8 days. The number of days is smaller because fewer days are worked, but the proportion of the year is the same.
Myth 4: "Part days can be rounded down"
Fact: Acas is clear that employers cannot round part days down. In the first year, they must round up to the nearest half day. After the first year, rounding up is optional. In the example above, 16.8 days is not simply "16": rounding in the worker's favour is the starting point.
Myth 5: "Irregular hours mean no fixed entitlement"
Fact: Workers on irregular hours, and those who work only part of the year, are also covered, though specific rules apply to how their holiday is worked out. Acas points readers to its separate guidance for those situations, and that is the right place to look rather than guessing at a formula. The same applies to carrying leave over from one year to the next, which is covered on a separate Acas page.
A short checklist for employers
- State the annual entitlement in days or hours, and say whether bank holidays are included.
- Work out part-time entitlements in proportion to hours worked, and round part days up as the guidance requires.
- Keep a simple record of leave booked, taken and remaining.
- For irregular-hours or part-year staff, read the dedicated Acas guidance before setting the entitlement.
- If something is unclear, ask Acas or a qualified adviser before you decide.
Why it matters
Holiday is a basic right, and it is also part of how a small team stays healthy and productive. Clear rules, written down early, make leave requests easier for everyone. If you have questions about your own circumstances, contact Acas or take professional advice.
This article is general information, not legal advice. Check current guidance from Acas and GOV.UK for your own situation.