Annual leave is designed to give you time away from work, but not every day off is for a holiday or trip abroad. Many employees choose to use their annual leave for personal reasons, whether planned or unexpected.
But what counts as a valid reason? And do you need to explain why you’re requesting leave?
Here’s what you need to know.
1. You don’t legally have to give a reason
In the UK, if you’re using your statutory or contractual annual leave, you don’t have to provide a reason for why you’re taking it—unless your contract or company policy says otherwise.
Annual leave is your entitlement to use at your discretion, subject to your employer’s approval of the dates.
However, letting your manager know the nature of your request (without needing to give personal details) can sometimes help with flexibility or understanding.
2. Common personal reasons for annual leave
Employees may take annual leave for a wide range of personal reasons, including:
- Attending a wedding, graduation, or family event
- School or childcare commitments (such as a child’s first day of school or a school performance)
- Medical or dental appointments that require a full day off
- Religious or cultural observances not covered by public holidays
- Home moves or renovation projects
- Personal well-being or mental health days
- Volunteering or community involvement
- Personal errands or legal appointments (such as court appearances, financial meetings, or visa applications)
Using annual leave for personal reasons ensures the time off is paid, compared to other forms of unpaid leave or special leave.
3. Can an employer refuse annual leave for personal reasons?
While you have a legal right to take annual leave, employers can refuse leave requests based on business needs, such as:
- Too many staff already on leave
- Busy operational periods
- Insufficient notice given
However, they cannot refuse your leave simply because they don’t approve of your reason—unless your request clashes with genuine business requirements.
Employers must also give at least as much notice of refusal as the length of leave requested (e.g. five days’ notice to refuse five days’ leave).
4. Should you explain your reason?
In most cases, you’re not obligated to share personal details. But in situations where:
- You need flexibility (e.g. leaving early or splitting leave across half-days)
- You’re making an unusual request
- You’re requesting time off at a restricted or busy time
explaining the reason can help your employer understand why you need the time and may increase the chance of approval.
If you prefer to keep the reason private, you’re entitled to do so.
5. Alternatives to annual leave for personal reasons
In some situations, other types of leave might apply instead of using your holiday entitlement, such as:
- Compassionate or bereavement leave
- Time off for dependants (unpaid)
- Unpaid leave for extended personal matters
- Flexible working arrangements (if agreed)
Check your company policy or speak to HR if you’re unsure.
In summary
You’re entitled to use your annual leave for any personal reason of your choosing, and you’re not required to give an explanation unless your employer’s policy requests it. While employers can refuse specific dates for business reasons, they cannot refuse your right to take your leave within the leave year.
At Offdays.co.uk, we’re here to help you make the most of your leave—whether it’s for rest, personal commitments, or something in between. Explore more of our guides for practical advice on managing your time off.
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