Wedding Day Denial: Can Your Boss Say No?

In the UK, employees are not entitled to time off on their wedding day. While full-time employees are entitled to 5.6 weeks (28 days) of paid annual leave per year, there is no statutory right to time off for a wedding. Employees must rely on their standard holiday entitlement for weddings and honeymoons. This is in contrast to other countries like Spain, where employees are entitled to 15 days off when they get married. In the US, the default is no paid time off, but some companies offer paid time off or unlimited paid holiday policies. Ultimately, it is up to the employer's discretion to approve time off requests for weddings, and employees should provide plenty of notice to ensure their absence is covered.

Employees' standard entitlement to time off work

In the UK, employees are entitled to 5.6 weeks (28 days) of paid annual leave each year, which includes bank holidays. This is the standard entitlement to time off work for full-time employees. Part-time employees are also entitled to 5.6 weeks of annual leave, calculated on a pro-rata basis.

Employees do not have a statutory right to time off work to attend a wedding, unless their contract of employment states otherwise. Therefore, employees must request time off to attend a wedding as annual leave through their company's normal internal holiday process. Employees should be encouraged to provide plenty of notice when submitting their request for time off so that the business can coordinate leave with colleagues and ensure that operational business requirements are met.

'Special' time off for a honeymoon

Planning your honeymoon is an exciting part of your wedding preparations, but it's important to ensure that you have the time off work approved before you start booking. Here are some tips for requesting time off for your honeymoon.

When to ask

It's best to give your employer as much notice as possible. Even if you can't submit a formal request until closer to the time, it's a good idea to clear your chosen dates with your boss first. Consider the time of year you plan to travel and what will be happening in your company during that period. For example, if your employer puts on a large conference every fall, that may not be the best time for you to be away for two weeks.

This will depend on your company's paid time off policy. If you work for an organisation with a traditional paid leave policy, you'll likely be allowed to take as much time as you have accrued. If you want more time, you may be able to ask for, or negotiate, additional unpaid leave. If your company has a more contemporary leave policy, such as unlimited or flexible time, consider what the norm is within your organisation.

If you plan to travel immediately or shortly after your wedding, consider the total amount of time you'll want to be away during that period. It may be difficult for your manager to approve a request of two weeks off for your wedding, followed by three weeks off for your honeymoon shortly after. For this reason, many couples choose to delay their honeymoons by at least three to six months after the wedding, allowing them to save up their vacation days.

What to say

Put yourself in your boss's shoes and consider the questions they will have. Explain how the operations of your department will not be impacted by your absence, and know which employee(s) will cover for you while you're out. For example, you could say: "I would like to request two weeks off in October. I have already discussed coverage of my project management responsibilities with Tanya on the team, and she is prepared to step in while I am away."

While it may be tempting to submit your request via email, it's best to have the initial conversation in person. This allows your boss to ask any clarifying questions and makes the leave request feel more like a discussion that is open to schedule adjustments.

How to prepare for your absence

Set expectations with your colleagues, manager, and anyone helping to cover for you while you're gone. This may include training another employee on certain aspects of your job, such as where to access specific information or paperwork. The more care you take in making these preparations, the more you'll be able to unplug while you're away. Start taking these notes a few weeks before your departure so that you can review them with relevant colleagues closer to your leave time.

Finally, put up an out-of-office reply on your email and/or phone line, notifying anyone who tries to contact you of your absence and stating when they can expect a response.

Problems with offering 'wedding leave' as a perk

Offering wedding leave as a perk can be a great way to attract talent and show your current employees that you value them. However, there are some potential challenges and drawbacks to this approach. Here are some problems with offering wedding leave as a perk:

It could be seen as unfair to unmarried employees:

In the UK, there is no statutory right to time off for employees to attend a wedding. Therefore, offering extra annual leave to employees who are getting married could be challenged by unmarried colleagues as less favourable treatment under the Equality Act. This could lead to discontent and negatively impact morale, retention rates, and the company's reputation.

It may lead to operational challenges:

If multiple employees get married in the same year, granting them extended leave could put a strain on the business's operations. It may be challenging to coordinate leave with colleagues and ensure that business requirements are met, especially during busy periods.

It might not be feasible for smaller businesses:

While larger companies may have the resources to offer wedding leave as a perk, smaller businesses might struggle to accommodate multiple employees taking extended leave in the same year. This could result in a significant impact on their operations and productivity.

It could set a precedent:

Offering wedding leave as a perk could lead to employees expecting similar perks for other life events, such as the birth of a child or purchasing a new home. While this could be seen as a positive development, it might also create challenges for businesses in terms of managing expectations and maintaining a consistent approach to leave policies.

It might not be culturally appropriate for all employees:

Not all employees will plan to get married, and for those who do, the concept of a traditional wedding may not align with their cultural or personal beliefs. Offering wedding leave as a perk could be seen as favouring certain employees over others and contribute to a sense of exclusion for those who do not plan to marry.

While offering wedding leave as a perk can be a generous and attractive benefit, it is essential to carefully consider the potential challenges and ensure that any policy is implemented fairly and consistently.

What if the wedding is on a weekday?

If the wedding is on a weekday, a request for time off should be submitted as a request for annual leave or unpaid leave. The company should require plenty of notice to ensure the employee's absence is covered by colleagues.

Employees must remember that they are working the following day and should curb their celebrating (drinking) and perhaps leave the party early. If an employee fails to attend work the following day, companies should follow their internal procedures to deal with the employee's unauthorised absence.

What if the wedding is on a bank holiday?

If the wedding is on a bank holiday, the employee should give the company plenty of notice and submit an annual leave request. If the bank holiday is a normal working day for them, then the employee should follow the same process as they would for a weekday wedding.

If the employee fails to attend work the following day, the company should follow its internal procedures to deal with the unauthorised absence.

Frequently asked questions