What HR leaders need to know
Employees often look to optimise their annual leave, booking around weekends or public holidays to stretch their time off.While understandable, this behaviour has prompted some employers to consider ‘sandwich leave’ policies – designed to stop employees taking extended breaks using fewer days’ leave.
The term gained popularity after its benefits were discussed on a LinkedIn post which went viral, sparking fierce debate. Many questioned whether such rules are fair or simply a way to discourage employees from taking time off.
For some employers, the idea might sound appealing – but is a sandwich leave policy actually legal in the UK?
Before you consider creating a new policy, here’s what you need to know.
What is sandwich leave?
A sandwich leave policy counts non-working days, such as weekends or public holidays, that fall between annual leave days as part of the total leave. For instance, if an employee takes Friday and Monday off, the intervening weekend might also be deducted, resulting in four days of leave rather than two.Why some organisations consider it
Employers sometimes view sandwich leave as a way to:- Ensure fair leave management by discouraging strategic booking around holidays or weekends
- Limit opportunistic time off that could disrupt operations
- Protect operational continuity and maintain staffing levels
However, while these intentions are clear, sandwich leave policies have proven highly controversial. Critics argue that strict leave rules can harm morale and even contribute to higher turnover, while social media debates highlight widespread frustration, with some viewing the policies as indicative of mistrust.
Legal position in the UK
The author of the LinkedIn post was a HR professional based in Bengaluru, India, where policies are relatively common in private-sector companies.However, UK employment law is clear: non-working days cannot be counted as part of statutory leave. Workers are entitled to a minimum of 5.6 weeks’ paid annual leave, and leave must only apply to working days.
Employers can manage leave requests – such as limiting leave on certain days – but cannot deduct holiday entitlement for weekends or public holidays.
Best practice for leave policies
While sandwich leave is not lawful in the UK, clear and fair leave policies are essential. To ensure your leave policies are effective, follow these best practices:- Communicate clearly – Outline leave entitlements and rules in handbooks and onboarding.
- Differentiate leave types – Separate policies for parental, bereavement, or care-related leave.
- Apply fair approval processes – Ensure equitable access to leave and workload balance.
- Review and adjust – Gather feedback regularly to ensure policies support staff wellbeing as well as the needs of the organisation.
Ultimately, a fair and transparent approach protects both employees and the business. Mismanaged or unclear leave policies can lead to disengagement, resentment, and higher turnover, undermining your workforce strategy.
