Yes. In the UK, an employer can refuse a particular holiday request or cancel previously approved holiday, provided they follow the applicable notice rules.
However, an employer cannot simply prevent a worker from taking their statutory holiday entitlement altogether. Employers must make sure workers are able to take the leave they are legally entitled to.
An employer should have a good business reason for refusing or cancelling holiday and should consider the effect on the employee, particularly where travel or accommodation has already been booked.
When can an employer refuse a holiday request?
Businesses may need to refuse a requested period of leave because of staffing levels, operational requirements, seasonal demand or too many employees already being away.
The key point is that the refusal relates to the requested dates. It does not remove the employee's statutory entitlement to annual leave.
What notice must an employer give?
Acas states that when an employer refuses or cancels holiday, they must tell the worker beforehand by at least the same amount of time as the period of leave requested.
7 days of holiday
If the worker has 7 days of leave booked, the employer should give at least 7 days' notice that the leave is being refused or cancelled.
Should there be a business reason?
Acas recommends that employers have a good business reason for refusing or cancelling leave. Examples might include a genuine staffing shortage, critical operational cover or multiple overlapping requests that cannot all be accommodated.
A consistent holiday policy can help managers make these decisions more fairly and explain them clearly to employees.
Can an employer refuse all holiday?
No. An employer cannot refuse to let workers take any holiday at all. Workers must be given the opportunity to take their statutory entitlement during the relevant leave year, subject to the rules on carry-over and other statutory protections.
Can an employer tell employees when to take holiday?
Yes. Employers can require workers to take holiday at particular times, such as a Christmas shutdown, if the correct notice is given.
Acas states that where an employer requires workers to take holiday, the employer must normally give at least twice as many calendar days' notice as the number of days they want the worker to take.
5 days of compulsory holiday
The employer should normally give at least 10 calendar days' notice.
What about overlapping holiday requests?
Holiday clashes are one of the most common reasons a manager may need to decline particular dates. Businesses should apply a consistent process rather than making arbitrary decisions.
Managers can consider staffing needs, existing approved leave and the company's published holiday policy. A staff holiday planner or shared leave system can make overlapping requests easier to see before a decision is made.
Practical steps for employers
- Publish a clear holiday request policy.
- Tell employees how much notice you normally expect.
- Review existing approved leave before making a decision.
- Apply the same decision process consistently.
- Give refusals or cancellations in good time.
- Keep a record of the request and the decision.
- Make sure employees still have a reasonable opportunity to take their statutory leave.
Awayly's online holiday request system keeps pending requests, potential clashes and approval decisions together so managers do not have to reconstruct the process from email.
Official sources
- GOV.UK — Holiday entitlement
- GOV.UK — Holiday entitlement calculator
- Acas — Holiday entitlement guidance
This guide provides general information for UK employers and teams. It is not legal advice. Employment circumstances can differ, so check current official guidance or obtain professional advice where needed.