Quick Answer: Do Remote Workers Get the Same Leave?
Yes, remote workers are entitled to the same statutory leave as office-based employees. However, hybrid and remote arrangements create complexities around:
- Which bank holidays apply
- Working across time zones
- Flexible hours and leave tracking
- "Workations" and working abroad
Remote Work Statistics (2026)
Understanding the landscape:
| Metric | Percentage |
|---|---|
| UK workers fully remote | 12.7% |
| UK workers hybrid | 28% |
| Workers preferring hybrid | 65% |
| Companies offering remote | 58% |
Source: ONS Labour Market Statistics, 2024
Leave Entitlement for Remote Workers
Statutory Entitlement
Remote workers receive the same statutory entitlement:
- 5.6 weeks (28 days for full-time)
- Pro-rata for part-time
- Same accrual rules
Company Policies
Consider whether remote workers should receive:
- Same annual leave allocation
- Enhanced home working allowance (instead of more leave)
- Flexibility on when leave is taken
Bank Holidays for Multi-Location Teams
The Challenge
A UK company with remote workers in multiple locations faces:
- Different bank holidays (England, Scotland, Northern Ireland)
- International workers with local bank holidays
- Customers expecting cover on some holidays
Solutions
Option 1: Location-Based Holidays
- Workers observe their local bank holidays
- More complex to administer
- Fairer for international teams
Option 2: Company-Standard Holidays
- Everyone follows HQ bank holidays
- Simpler administration
- May disadvantage some locations
Option 3: Floating Holidays
- Convert bank holidays to flexible days
- Employees choose when to take them
- Maximum flexibility
Example Policy
"All employees receive the equivalent of 8 bank holidays annually. Employees may choose to observe UK bank holidays or take these as flexible days throughout the year, subject to business needs and manager approval."
Time Zone Considerations
Core Hours
For distributed teams, establish:
- Core hours: When everyone must be available (e.g., 10am-3pm UK)
- Flexible hours: Start/end times flexible
- Meeting-free blocks: Protected focus time
Leave Across Time Zones
| Scenario | Guidance |
|---|---|
| Half-day leave | Based on employee's contracted hours, not HQ |
| Emergency leave | Local time applies |
| Public holidays | Follow agreed policy (above) |
| Meeting coverage | Communicate leave in advance |
Managing Leave for Hybrid Workers
Tracking Challenges
Hybrid workers may blur boundaries between:
- Working from home vs annual leave
- Sick leave vs working through illness at home
- Flexible hours vs unofficial leave
Clear Boundaries
Establish policies covering:
1. Working from Home ≠ Leave
- WFH days are full working days
- Same availability expectations
- Clear distinction from leave
2. Sick Leave
- Same sick leave policy applies at home
- If too ill to work at home, take sick leave
- Don't encourage "working through" illness
3. Leave Requests
- Same process regardless of location
- Advance notice requirements unchanged
- Manager approval still required
Workation Policies
A "workation" combines working remotely with vacation-like locations.
Should You Allow Workations?
| Pros | Cons |
|---|---|
| Employee wellbeing | Tax complications |
| Retention benefit | Insurance issues |
| Productivity boost | Time zone challenges |
| Attracting talent | Security risks |
Workation Policy Elements
If allowing workations:
- Approval process: Manager and HR approval required
- Duration limits: Maximum 2-4 weeks per year
- Location restrictions: Approved countries only
- Technical requirements: Reliable internet, security compliance
- Working hours: Must be available during core hours
- Tax implications: Employee responsibility (with guidance)
- Insurance: Confirm cover applies
Tax Warning
Working abroad (even temporarily) can trigger:
- Tax obligations in the host country
- Social security complications
- Permanent establishment risks for the company
Always consult tax advisors before approving extended workations.
Flexible Working and Leave
Compressed Hours
Employees on compressed schedules (e.g., 4 longer days):
- Same total hours per week
- Leave calculated in hours, not days
- Bank holidays may need pro-rating
Example:
- 4-day week, 10 hours/day
- Annual leave: 28 days x 8 hours = 224 hours
- Divide by 10 = 22.4 days leave
Part-Time Remote
Employees working part-time hours remotely:
- Pro-rata leave entitlement
- Clear about which days are worked
- Bank holidays on non-working days don't count
Communication Best Practices
Leave Visibility
For distributed teams:
- Shared calendar showing all leave
- Slack/Teams status updates
- Handover notes before leave
- Out-of-office messages with alternatives
Team Coordination
- Avoid multiple team members off simultaneously
- Consider time zone coverage when approving leave
- Plan ahead for key deadlines/periods
Managing Remote Leave with Grove
Grove handles distributed team complexities:
- Multi-location bank holidays: Configure per country/region
- Time zone display: See team leave in local times
- Flexible leave types: TOIL, floating holidays, workations
- Calendar sync: Integrate with Google/Outlook calendars
- Mobile access: Request and approve leave from anywhere
Get started with Grove to simplify leave management for hybrid teams.
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The Grove Team
Grove HR
The Grove Team writes about HR best practices, compliance, and workplace culture for Grove. Helping UK businesses cultivate thriving teams.
