All Other Statutory Entitlements Listed
2026/27 Rates
1. Statutory annual leave
Entitlement: Almost all workers are entitled to 5.6 weeks of paid annual leave each year. For someone working five days a week, this is 28 days. Bank holidays may be included in the 5.6 weeks; employers do not have to provide them in addition.
Holiday pay: At least four weeks’ leave must be paid at the worker’s normal rate of pay. The remaining 1.6 weeks can be paid at the basic rate. Different calculation rules apply to irregular-hours and part-year workers.
Law: Working Time Regulations 1998.
2. Statutory Sick Pay (SSP)
Entitlement: Up to 28 weeks of SSP.
Rate (2026–27): £123.25 a week or 80% of average weekly earnings, whichever is lower.
Eligibility: You must be classed as an employee, have done some work for your employer, be off sick for at least one full working day, and follow your employer’s rules for reporting sickness. From 6 April 2026, SSP is payable from the first full day of sickness absence; the previous waiting days and lower earnings limit have been removed. SSP is paid only for qualifying days—days you normally work.
Law: Social Security Contributions and Benefits Act 1992, as amended.
3. Statutory Maternity Leave and Pay
Leave: Eligible employees can take up to 52 weeks: 26 weeks of Ordinary Maternity Leave followed by 26 weeks of Additional Maternity Leave. Maternity Leave eligibility does not depend on length of service or earnings, but notice rules apply.
Statutory Maternity Pay (SMP): Up to 39 weeks: First 6 weeks: 90% of average weekly earnings (AWE). Next 33 weeks: £194.32 a week or 90% of AWE, whichever is lower.
SMP eligibility: You must generally have worked continuously for the same employer for at least 26 weeks by the 15th week before the baby is due, earn an average of at least £129 a week, and meet the notice requirements.
Law: Employment Rights Act 1996; Maternity and Parental Leave etc. Regulations 1999; Social Security Contributions and Benefits Act 1992.
4. Statutory Paternity Leave and Pay
Leave: Eligible employees can take up to 2 weeks. Leave can be taken together or in separate one-week blocks. From 6 April 2026, Paternity Leave is a day-one right in Great Britain, subject to notice and other conditions.
Statutory Paternity Pay (SPP): £194.32 a week or 90% of AWE, whichever is lower.
Pay eligibility: You must generally have worked continuously for your employer for at least 26 weeks by the qualifying week, earn an average of at least £129 a week, and meet the notice requirements. These service and earnings conditions apply to pay, not to the day-one leave entitlement.
Law: Employment Rights Act 1996; Paternity and Adoption Leave Regulations 2002; Social Security Contributions and Benefits Act 1992.
5. Statutory Adoption Leave and Pay
Leave: Eligible employees can take up to 52 weeks: 26 weeks of Ordinary Adoption Leave followed by 26 weeks of Additional Adoption Leave.
Statutory Adoption Pay (SAP): Up to 39 weeks: First 6 weeks: 90% of AWE. Next 33 weeks: £194.32 a week or 90% of AWE, whichever is lower.
Eligibility: Adoption Leave has no minimum service requirement, but notice and evidence rules apply. SAP generally requires at least 26 weeks’ continuous service by the relevant qualifying week and average earnings of at least £129 a week.
Law: Employment Rights Act 1996; Paternity and Adoption Leave Regulations 2002; Social Security Contributions and Benefits Act 1992.
6. Shared Parental Leave and Pay
Entitlement: Eligible parents can share up to 50 weeks of leave and 37 weeks of pay. The amount available depends on how much maternity or adoption leave and pay is ended early.
Statutory Shared Parental Pay (ShPP): £194.32 a week or 90% of AWE, whichever is lower.
Eligibility: Eligibility rules apply to both parents and include employment and earnings conditions; the qualifying earnings threshold for pay in 2026–27 is £129 a week.
Law: Shared Parental Leave Regulations 2014; Shared Parental Pay Regulations 2014.
7. Parental Bereavement Leave and Pay
Leave: In Great Britain, an eligible employee can take up to 2 weeks following the death of a child under 18 or a stillbirth after 24 weeks of pregnancy.
Statutory Parental Bereavement Pay (SPBP): £194.32 a week or 90% of AWE, whichever is lower.
Eligibility: Leave is available from the first day of employment, subject to the rules. Pay eligibility and rules differ; check the applicable requirements, including earnings and service conditions. Northern Ireland has different arrangements, including changes applying from 6 April 2026.
Law: Parental Bereavement Leave and Pay Act 2018; applicable regulations.
8. Unpaid Parental Leave
Entitlement: Up to 18 weeks of unpaid leave for each child, to be taken before the child’s 18th birthday. Usually, no more than 4 weeks per child can be taken in a year unless the employer agrees otherwise, and leave is normally taken in whole weeks.
Eligibility: From 6 April 2026, unpaid parental leave became a day-one right in Great Britain. The previous one-year continuous-service requirement no longer applies. Notice rules apply.
Law: Maternity and Parental Leave etc. Regulations 1999, as amended.
9. Time Off for Dependants
Entitlement: Employees can take a reasonable amount of unpaid time off to deal with an emergency involving a dependant. This is for dealing with an unforeseen emergency, not usually for planned appointments or ongoing care arrangements.
Law: Employment Rights Act 1996.
10. Other statutory time-off rights
Jury service: Employers must allow employees time off for jury service. They do not have to pay them, although employees may be able to claim allowances.
Public duties: Employees may be entitled to reasonable time off for certain public duties, such as serving as a magistrate or school governor. Employers do not have to pay them.
Antenatal care: Pregnant employees are entitled to paid time off for antenatal appointments. Qualifying partners can take unpaid time off for up to two antenatal appointments.
Adoption appointments: The primary adopter can take paid time off for up to five appointments. A qualifying partner can take unpaid time off for up to two appointments.
Bereaved Partner’s Paternity Leave: From 6 April 2026, eligible employees in England, Scotland and Wales may take unpaid leave to care for a child if the child’s mother, main adopter or main intended parent dies during the first year after birth or adoption. Up to 52 weeks may be available, depending on when the death occurs. This right does not apply in Northern Ireland.
Note: Statutory entitlements are minimums. Employer policies or contracts may provide more generous leave or pay.