Can My Employer Cancel My Holiday?

Few things are more frustrating than having your carefully planned holiday snatched away at the last minute. You’ve booked the flights, reserved the hotel, and mentally checked out of work—only for your employer to tell you that your approved leave is no longer happening.

So, can your employer actually do this? The short answer is yes, but only under specific conditions and with proper notice. Understanding your rights under UK law will help you know where you stand and what options you have if your employer tries to cancel your pre booked holiday.

Short answer: can my employer cancel my holiday?

Yes, UK employers can cancel pre approved holiday in some circumstances, but they must provide adequate notice and have a legitimate business reason for doing so. This isn’t a power employers can use casually or without consequence.

Crucially, any cancellation cannot prevent you from taking your full statutory holiday entitlement during the leave year. For most workers, this means 5.6 weeks of paid holiday per year (28 days for full time employees working a five-day week). Your employer might be able to move when you take your annual leave, but they cannot take it away entirely.

Here’s a concrete example of how the notice rules work. Imagine you have a 5-day holiday booked starting on 1 August 2025. Under statutory rules, your employer must give you at least 5 days notice to cancel that leave. This means they would need to tell you no later than 27 July 2025. Anything less than this minimum notice would breach the statutory rules.

Employers who cancel holiday carelessly face real risks. Repeated or unreasonable cancellations can amount to a breach of contract, damage the implied term of mutual trust and confidence, and potentially lead to constructive dismissal claims if an employee feels forced to resign as a result.

While employees cannot usually insist on taking leave on specific dates—your employer can refuse a holiday request if there’s a good reason—you do have a right to your overall leave entitlement and to be treated fairly and consistently compared to colleagues.

What does the law say about cancelling holiday?

The primary legislation governing annual leave in the UK is the Working Time Regulations 1998. These regulations set out both the minimum amount of paid leave workers are entitled to and the rules around requesting, refusing, and cancelling that leave.

Under these regulations, an employer can:

• Refuse holiday dates that an employee requests
• Cancel already-approved holiday (absence policy)

However, both actions are subject to providing the correct notice. The statutory minimum notice for cancellation is straightforward: the employer must give at least the same number of calendar days’ notice as the length of the holiday being cancelled.

For example:

• Cancelling 3 days of leave requires at least 3 days notice
• Cancelling 10 days of leave requires at least 10 days notice

Your employment contract, staff handbook, or any relevant agreement (such as a collective agreement with a union) may provide longer notice periods or additional protections. For instance, some contracts require two weeks notice to cancel any pre booked annual leave, regardless of how short the holiday is. However, these documents cannot lawfully reduce the statutory minimum—they can only improve upon it.

The core statutory annual leave entitlement is 5.6 weeks per year for most UK workers. This translates to 28 holiday days for someone working five days a week. Bank holidays can be included within this entitlement or offered on top of it, depending on your employer’s policy. Whatever happens with cancellations, your employer must ensure you can still take your statutory leave entitlement within the holiday year.

When is it lawful for my employer to cancel my holiday?

Cancellation of approved leave should always be a last resort, not a routine management tool. When an employer does cancel, there must be a genuine and pressing business reason behind the decision—not just convenience, poor planning, or favouritism.

Tribunals and courts will look at whether the employer acted reasonably in all the circumstances. This includes considering whether alternatives were explored before cancelling an employee’s holiday.

Typical legitimate reasons for cancellation include:

• Unexpected staff absences: Two key team members are signed off sick the same week as a major audit, leaving the department critically understaffed
• Sudden increase in workload or critical deadline: A regulator unexpectedly brings forward a filing deadline to 30 June, and the employee’s expertise is essential to meet it
• Health and safety concerns: A high-risk operation requires a minimum number of qualified staff on site, and other absences have dropped numbers below safe levels
• Multiple overlapping holidays in a small team: Three out of four people in a team have booked the same week off, and the business genuinely cannot operate with only one person present

Employers should be able to demonstrate they considered reasonable alternatives before cancelling leave. These might include arranging temporary cover, offering overtime to other staff, or rescheduling non-urgent work. Jumping straight to cancellation without exploring options is more likely to be viewed as unreasonable.

Cancellation purely because a manager changed their mind, wants to treat one employee more favourably than another, or simply failed to plan ahead is far more likely to be challenged. Even where a legitimate reason exists, the employer must still comply with notice requirements and communicate the decision professionally and respectfully.

Notice periods: how much warning does my employer have to give?

The basic statutory rule is clear: to cancel a booked holiday, the employer must give notice at least equal to the length of the planned leave. If you’ve booked 7 days off, you need at least 7 days warning that it’s been cancelled.

Let’s look at some specific examples to make this concrete:

Example 1: You have 10 days of annual leave booked from Monday 7 April 2025 to Friday 18 April 2025. Your employer must notify you of the cancellation by Sunday 23 March 2025 at the latest. Any later than this, and they’ve breached the statutory notice requirement.

Example 2: You’ve booked a single day of leave on Friday 6 June 2025. Your employer must tell you by Thursday 5 June 2025 at the latest that the day is cancelled.

Example 3: You have a week’s leave booked starting Monday 14 July 2025. The employer needs to give you at least 5 working days’ notice (matching the 5 days of leave), meaning they must inform you by the preceding Monday at the latest.

Many contracts contain variations on these rules. Some employers commit to giving at least two weeks’ general notice period to cancel any pre-approved leave, regardless of its length. Others include an express provision that once travel has been booked, leave cannot be cancelled except in genuine emergencies. Always check your employee’s contract and staff handbook for specific terms.

The law does not usually require the employer to give more notice than the worker originally gave when making the holiday request, unless the contract says otherwise. However, very last-minute cancellations—such as telling someone the afternoon before a planned two-week trip that they cannot go—are highly likely to breach both the statutory rule and the implied duty of mutual trust and confidence.

What if I’ve already booked and paid for my trip?

This is where things get particularly difficult. You’ve had your holiday approved in writing, booked flights to Spain for August 2025, and paid for a villa that’s non-refundable. Then your employer cancels.

Even where the employer gives legally sufficient notice, cancelling a pre booked leave that an employee has financially committed to is risky territory. Such cancellations can:

• Seriously undermine mutual trust and confidence between employer and employee
• Expose the employer to breach of contract or constructive unfair dismissal claims
• Cause lasting damage to morale and the working relationship

Consider these common scenarios of financial loss:

• Non-refundable flights for a family trip to Spain in August 2025, costing £800 for four people
• A prepaid holiday cottage booking in Cornwall for Christmas 2025, with £1,200 already paid
• Concert or event tickets purchased around the holiday dates

UK law does not automatically require employers to reimburse incurred costs relating to cancelled holidays. There’s no statutory right to compensation for lost holiday costs. However, tribunals may take the financial impact into account when assessing whether the employer acted reasonably, particularly if the cancellation forms part of a constructive dismissal claim.

Best practice for employers in this situation includes:

• Discussing the impact early and openly with the employee
• Considering paying or contributing to cancellation or rebooking fees
• Looking for compromise solutions, such as moving part of the holiday rather than cancelling all of it

Employees should:

• Keep written proof of the approval (emails, signed forms) and all travel bookings
• Raise the financial implications clearly when discussing cancellation with management
• Request any decision to proceed with cancellation be confirmed in writing

Can my employer cancel my holiday if I’m on my notice period?

When you’re working your notice period after resigning (or being given notice), your annual leave entitlement doesn’t disappear. You continue to accrue leave, and many employers actually prefer staff to use up their remaining annual leave rather than paying out for untaken holiday in the final salary.

During your notice period, your employer can:

• Refuse new holiday requests if there’s a business need
• In some cases, cancel previously agreed holiday if there’s a genuine reason and they follow the notice rules

Here’s a worked example. You resign on 1 May 2025 and give 4 weeks’ notice, meaning your last day will be 30 May 2025. You have a week’s leave booked for 19-23 May 2025. Your employer needs you in the office to complete a project handover that finishes on 23 May 2025.

To cancel that week of leave, your employer must give at least 5 days notice (matching the 5 holiday days). They would need to tell you by 12 May 2025 at the latest. If they wait until 15 May to inform you, they’ve breached the statutory notice requirement.

If your employer does not allow you to take your remaining leave during the notice period, they must pay for any unused holiday in your final salary. This includes at least your statutory minimum entitlement, though your contract may provide for more.

Frequent or heavy-handed cancellation of leave during notice periods may be criticised by tribunals, especially where it appears punitive rather than genuinely necessary. An employer who routinely cancels holiday for departing staff as a form of punishment is likely acting unreasonably.

Can my employer cancel my holiday at short notice?

Short-notice cancellation is often unlawful if it fails to meet the minimum notice rule. Remember: the notice period must match the length of leave being cancelled. Cancelling a week of leave with only two days’ warning breaches this requirement.

Even where a contract technically allows shorter notice, using it unreasonably can still breach the implied term of mutual trust and confidence. Courts expect employers to act fairly and considerately, not to exploit technicalities.

Consider this scenario: Your week-long holiday in July 2025 is cancelled just 24 hours before you’re due to travel. You’ve already paid £1,500 in non-refundable flights and accommodation. This cancellation almost certainly breaches the statutory notice requirements (you needed at least 5 days notice for 5 days of leave). Even if it didn’t, the manner and timing could give grounds for a formal complaint and potentially support a constructive dismissal claim if it’s part of a pattern of unfair treatment.

If you face short-notice cancellation, you should:

• Ask your employer to set out the reasons and timing of the cancellation in writing
• Check your employment contract and staff handbook for specific notice clauses
• Keep evidence of any financial loss or inconvenience caused
• Consider whether this forms part of a wider pattern of unreasonable behaviour

There is currently no automatic right to claim reimbursement for lost holiday costs through the courts. However, the specific facts may support negotiation with your employer or, in serious cases, form part of a wider legal claim depending on how the cancellation was handled.

Can I cancel or change my own approved holiday?

The boot can be on the other foot too. What if you’ve had leave approved but your circumstances change and you want to cancel or move it?

Under UK law, employees generally do not have an automatic statutory right to cancel or amend already-approved leave. It’s subject to your employer’s discretion and agreement.

Common reasons employees wish to cancel include:

• Change of family plans (wedding postponed, relative’s visit rescheduled)
• Caring responsibilities shifting to a different week
• The holiday provider cancelling flights or accommodation
• A personal event being moved to different dates

Employers can reasonably refuse your request to cancel if:

• Cover has already been arranged for your absence
• Rotas or shift patterns have been set around your planned leave
• Allowing the cancellation would disadvantage other employees (for example, if someone else was refused the same dates because you had them booked)

Special cases to be aware of:

• Sick leave before holiday: If you become ill before your approved holiday starts, you may be able to convert that period to sickness absence and rebook your annual leave for later. You’ll need to follow your employer’s normal sickness notification procedures and may need medical evidence.
• Illness during holiday: If you fall ill during your holiday, you may be able to request that those days be treated as sick leave rather than annual leave. Most employers require medical evidence (such as a doctor’s note) to agree to this, particularly if you’re abroad.

Check your employment contract and holiday policy for any specific rules about cancelling or amending approved leave, including whether you need to give a certain amount of notice.

What are my options if I think my holiday was unfairly cancelled?

If you believe your employer has cancelled your leave unreasonably or unlawfully, you have several options. Acting promptly is important, as time limits apply to formal claims.

Step 1 – Informal discussion

Start by raising your concerns calmly with your manager or HR. Explain the financial and personal impact of the cancellation and ask whether there’s any room for reconsideration or compromise. Many disputes can be resolved at this stage with a reasonable conversation.

Step 2 – Check your documents

Review your employment contract, staff handbook, and any written email approval you received for the holiday. Look specifically for clauses covering cancellation rights, notice periods, and any protections for pre booked leave. Note any breaches of these terms.

Step 3 – Submit a formal complaint or grievance

If informal discussions don’t resolve the issue, you can submit a formal grievance in writing. Your grievance should clearly state:

• The dates of the holiday in question
• When and how approval was given
• When and how it was cancelled
• What losses, costs, or inconvenience you have suffered as a result

Your employer should have a grievance procedure that explains how complaints are investigated and responded to.

Step 4 – Seek expert legal advice

Where there’s significant financial loss, repeated cancellations, or the cancellation forms part of a wider pattern of unfair treatment, you should consider seeking advice. Options include:

• Your trade union representative (if you’re a member)
• ACAS (Advisory, Conciliation and Arbitration Service)
• A qualified employment solicitor

Potential legal claims that may arise from unfair holiday cancellation include:

• Breach of contract: If the employer failed to follow contractual notice requirements
• Unlawful deduction from wages: If holiday pay was withheld improperly
• Constructive dismissal: If the cancellation (alone or as part of wider mistreatment) was so serious that it entitled you to resign and claim you were effectively dismissed

Be aware that strict time limits apply to employment tribunal claims—typically three months less one day from the act you’re complaining about. Don’t delay in seeking advice if you’re considering formal action.

Good practice tips for employers and employees

Most disputes about cancelled holidays can be avoided with better planning and clearer communication. Here’s what both sides can do to minimise problems.

For employers:

• Have a clear written annual leave policy explaining when and how holiday can be refused or cancelled, and ensure all staff know where to find it
• Plan staffing well ahead for known busy periods—December trading, financial year-end on 31 March, summer holidays—and consider restricting leave during these times through policy rather than last-minute cancellations
• Avoid cancelling leave once employees have booked travel, unless genuinely necessary for the business
• If cancellation is unavoidable, consider compensating any proven financial loss and document your reasoning
• Treat all employee requests consistently to avoid accusations of favouritism or discrimination

For employees:

• Give as much notice as possible when requesting annual leave, ideally several weeks or months for longer trips
• Wait for written confirmation of approval before paying large, non-refundable costs
• Keep records of approval emails, policy wording, and receipts for travel bookings in case of later dispute
• If you have irregular hours or work part time, check how your statutory leave entitlement is calculated to ensure you’re getting your full entitlement

For both sides:

• Communicate early and honestly about holiday dates, potential restrictions, and any emerging issues
• Discuss peak-time staffing needs at the start of the holiday year so everyone knows what to expect
• Where cancellation seems necessary, explore reasonable alternatives together before making a final decision

The reality is that most holiday cancellations can be avoided with thoughtful planning. Where they genuinely cannot be avoided—due to unexpected staff absences or sudden business emergencies—treating each other with respect and fairness usually prevents the situation from escalating to formal complaints or legal claims.

Your right to paid holiday is an important part of your employment relationship. Understanding the rules helps you protect that right while maintaining a good working relationship with your employer.