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All employees are entitled to paid annual leave and most are eligible for at least 5.6 weeks’ paid holiday,” says NBF director Tina Beaumont-Goddard. The same applies to new employees, she explains: “A new employee is entitled to annual leave from their first day at work, even if they are on a probationary period. However, you can allow your new employee to build up one month’s leave entitlement at a time.”

NBF members benefit from a free 24-7 helpline for in-depth information and advice about their employees’ annual leave rights. Find out more at

Working out annual leave

The entitlement of 5.6 weeks for full-time employees works out as 28 days’ paid leave a year, including bank holidays. “You can work this out by multiplying five days by 5.6 weeks (5 x 5.6) which gives 28 days of annual leave,” says Beaumont-Goddard.

“You can use the same type of calculation to work out annual leave entitlement for your part-time staff,” she adds. “For example, if your employee works three days a week, you need to multiply three days by 5.6 (3 x 5.6). This comes to 16.8 days of paid holiday which must be rounded up to the nearest half day, so that would be 17 days. You cannot round down annual leave entitlement.”

The NBF’s friendly membership team is happy to help members calculate their employees’ annual leave entitlement. The team is available 9am to 5pm, Monday to Friday.

“Bank holidays can be included as part of your employees’ annual leave entitlement,” says Beaumont-Goddard. “But employees are not automatically entitled to take bank holidays as paid leave.”

Your employees cannot be asked to take annual leave on days your salon is usually closed. “If your salon is always closed on Mondays your employees cannot work on that day and so you cannot make them take Mondays as annual leave,” explains Beaumont-Goddard. Also, you cannot ask employees to take annual leave on days when they are not normally contracted to work.

Maternity and sick leave

Annual leave and maternity leave are two separate entitlements, so your employee will continue to build up their annual leave while they are on maternity leave.

“Similarly, your employee cannot be asked to take annual leave when they are off sick,” says Beaumont-Goddard. “If, for example, they are sick during a booked holiday, they should receive any sick pay they are entitled to and the annual leave they booked should be put back into their pot to be taken later.”

Put it in writing

Free employment contracts and staff handbooks are available to NBF members at These include written policies on annual leave to help ensure you and your staff are clear about holiday entitlement. Find out more about annual leave entitlement at


For less than 75p a day, the National Beauty Federation (NBF) will help you boost your business while keeping you safe, legal and bang up to date with all the latest business laws. You’ll wonder what you did without us. The NBF is the sister trade association of the National Hairdressers Federation (NHF). Find out more at

Join the NBF before the end of April 2019 and quote PBA25 to get £25 off your membership fee.

Join online at Or call us on 01234 831965

This article appears in the April 2019 Issue of Professional Beauty

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This article appears in the April 2019 Issue of Professional Beauty