If you buy other travel arrangements such as accommodation only this protection doesn't apply. ABTA - The Travel Association - ensures our practices are amongst the best in the business ensuring that our customers get the most from their travel.
A holiday is all about leaving your problems behind, relaxing, taking it easy. That's why we'd never let anything come between you and a brilliant holiday. It's easy to spread your holiday cost over a period of months by setting up a Direct Debit.
It also comes with a guarantee which means you're automatically protected and can cancel your payments any time. Set up your Direct Debit while booking online, by phone or in store, then sit back and relax knowing your holiday is paid for. Your next holiday is only a click away - our website has thousands of options ready to book. But if you need more help, just give us a call on Looking for inspiration?
Explore our destinations and holiday types and save your faves to your very own Wishlist. Or dive right in to our holiday offers. Over the past few weeks, we have repatriated our customers from overseas who wanted to come home. With many customers needing our help, we are prioritising those customers due to travel before 31 December Log in to Manage my booking where you can message us about your options or you can give us a call.
Bear in mind you may have to wait longer than expected. We continue to review this and working to open up these options to more customers. In the meantime check out our FAQs to see if this can help answer any immediate questions. Rest assured; we will notify you as soon as we know if your holiday has been affected by email.
We are continually reviewing our flying schedules, taking into account the Foreign, Commonwealth and Development Office FCDO advice against all non-essential travel. For the latest information on Covid you can check our FAQs here. If your holiday is going ahead as planned, you can continue to pay for your holiday in Manage my booking , even if travelling in less than 12 weeks. If your holiday is more than 6 months away, you may wish to set up a Direct Debit to spread the cost.
This can be arranged whilst rebooking or afterwards in Manage my booking. We understand that you may wish to change your holiday plans and we appreciate the need for flexibility. We'll be in touch by email letting you know how to register to change your holiday plans. You can also log into Manage my booking to find the details there. Please look out for emails from us or visit our dedicated Covid Coronavirus page for the latest updates.
You can call our team on who can look at options for you. Payments are being prioritised based on when the request was made, working in order from March onwards. We will always try to process refunds at the earliest opportunity, for requests before August our maximum timeframe is days. As we are steadily reducing the maximum processing time for each new request, for refund requests made in August, we expect the maximum processing time to be 80 days, from the date the refund is requested.
For those requesting a refund in September, we expect it to be processed within a maximum of 60 days, and then reduce to 30 days for refunds requested in October, before returning to normal levels. To finalise the amendment, one of our customer advisors will phone you. We will help everyone that wants to move their holiday.
You can contact our team by emailing feedback. If you need to contact our team about amending an existing holiday or requesting a refund please log in to manage my booking.
The easiest way to contact us while you are away is via WhatsApp. The general notice period for taking leave is at least twice as long as the amount of leave you want to take unless there is a more informal arrangement with your employer or your contract of employment says otherwise. Yes, your employer can refuse your holiday request, for example during busy periods. If you have already booked your time off, your employer must give as much notice for you to cancel it as the amount of leave you have requested.
Although your employer can refuse to give you holiday leave at a certain time, they cannot refuse to let you take your minimum leave entitlement of 28 days for the year. Your employer can consider whether or not your request for annual leave is compatible with the needs of the business and can refuse it, as long as it does so in line with its annual leave policy.
You are, however, entitled to be paid in lieu of any untaken holiday entitlement on the termination of your employment, and so it is usually more cost effective for your employer to allow you to take your holiday during your notice period.
Following a ruling by the European Court of Justice towards the end of , your paid holiday entitlement up to 20 days which is the EU minimum is not lost- even though the new holiday year starts. Therefore your outstanding paid holiday entitlement can bank up for many years and would be a payment your employer would need to make is still owed when your employment ended.
The rationale for this is that you have been prevented from exercising your basic EU rights to minimum paid holiday, and it is actually irrelevant if you have actually asked for the annual leave or not. Yes, employers are entitled to tell their staff to take leave on certain days, for example bank holidays or Christmas.
This includes asking you take your holiday during your notice period. If you are a worker in the UK you have a statutory right to at least 5. This amounts to 28 days paid holiday if you work five days a week ,and your employer can include bank holidays as part of your statutory entitlement- as many do.
But there is no statutory right to be paid bank or other public holidays on top of this 28 day entitlement, so you need to check your contract to see if it says anything different. This will depend on whether your contract of employment provides that you can carry over holiday into the next year, and how many days.
In the absence of anything in writing, then if you are entitled to 28 days leave, you can agree with your employer to carry over up to a maximum of 8 days. This means that for every month you work, you become entitled to one twelfth of your annual entitlement. So, after six months, you would be entitled to a half of your annual entitlement.
Accrual normally continues during legal absences like maternity leave. If you haven't taken all of your legal holiday entitlement during your holiday year, your employer may allow you to carry over the leftover days to the next holiday year. If you cannot take leave because of the impacts of the coronavirus on your work or your employer, you may be able to carry untaken leave into the next two years.
New emergency legislation was introduced to make sure that workers, for whom it is not reasonably practicable to take holidays due to the coronavirus situation, are able to carry over up to four weeks of unused annual leave into the next two annual leave years. If at all possible, employers should still be encouraging you to take your paid holiday.
You should also make requests for paid holiday throughout the holiday year and if you're able to take leave, then the standard rules for carrying over leave still apply. Where leave is carried forward, it is best practice to take holidays at the earliest practicable opportunity. You're entitled to be paid during your statutory annual leave. Your holiday pay will be based on your normal weekly wage taking into account any guaranteed overtime, non-guaranteed overtime, commission or work related travel payments.
Where voluntary overtime makes up part of 'normal remuneration' this may also have to be considered for holiday pay. If your pay varies from week to week, for example, your holiday pay should be your average weekly wage over the previous 12 weeks. Holiday pay should be paid for the time when you actually take your holiday. Your employer cannot include an amount for holiday pay in your hourly rate called 'rolled-up holiday pay'.
If your current contract still includes rolled-up pay, you and your employer should renegotiate it. If you become ill during your holiday or just before you were due to take it you can ask to convert the period of holiday concerned to sick leave and take the missed annual leave at a later date. You should follow the usual procedure for telling your employer you are ill. If you are not sure what your normal process is check your employment contract, staff handbook, or intranet.
When you leave a job - for whatever reason - you can take the statutory holiday entitlement that you have accrued up to the time you leave during your notice period, as long as you give the right notice and your employer agrees. You also have the right to be paid for any untaken statutory holiday entitlement that you have accrued.
If you have taken more leave than your accrued entitlement, your employer shouldn't take money from your final pay unless it's been agreed beforehand.
Check your contract to see if there's any such agreement. If you are concerned that you may not be getting your full holiday entitlement, speak to your employer. If you have an employee representative, a trade union official for example, you can ask for their help. The Labour Relations Agency and Advice NI also offer free, confidential and impartial advice on all employment rights issues.
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