New research reveals a significant gap between UK workers’ awareness of the benefits of taking holiday and their actual behaviour, with many failing to use their full annual leave entitlement.
A study of 6,000 UK employees by staff leave management platform Timetastic found that more than 1 in 5 workers, 21%t, do not take their full annual leave allowance, despite strong evidence that time off improves well-being and reduces stress.
The findings, published as part of The 2026 Annual Leave Report, show that nearly 9 in 10 respondents, 89%, believe taking a holiday improves their mental health. However, more than 1 in 9, 11%, admitted they feel pressure not to book time off, citing workload concerns and guilt as the main barriers.
As a result, almost half of employees, 45%, reported that their mental health suffered, while all respondents reported higher levels of work-related stress. Despite ongoing conversations around well-being and work-life balance, only 18% finished the year with no remaining leave. More than a quarter, 26%, had over 15 unused days, the equivalent of two full working weeks.
Younger workers aged 18–24 were most likely to take their full entitlement, with 82%t doing so. Older employees were more inclined to leave days unused. Mid-level managers and supervisors reported the highest levels of pressure to skip holidays, with 26% saying they felt unable to fully step away. In contrast, only 1% of senior management reported feeling the same pressure.
Timetastic’s State of Burnout Report, which tracks 1.2 million employee time-off bookings, also found that 1 in 4 people had not taken a day off in three months, and 275 employees went more than 300 days without any time off.
Sarah Crammond, Service and Support Specialist at Timetastic, explains: “While senior leaders may have more control over their schedules, those entering the workforce today are navigating a culture where ‘always-on’ availability is often mistaken for commitment. It suggests that while younger workers value their well-being, they may still feel the weight of traditional work ethics that prioritise ‘grind’ over recovery.”
She adds: “The research also highlights how deeply ingrained guilt around time off has become. 9% of employees said they feel guilty simply for taking their earned leave, while a further 42% said their decision to take time off is influenced by workload pressure, workplace culture, or concerns about inconveniencing colleagues.”
Crammond emphasised the importance of effective leave management. She said that efficient annual leave is not just about ticking boxes but about creating breathing room for the team. When managers have clear visibility of who is off and when, they can distribute workloads more fairly, ensuring that no one feels like their holiday is an inconvenience to the business.
She added that it is vital for managers to remember that they cannot pour from an empty cup. When a leader is stressed and skipping breaks, that tension filters down, creating a culture where the rest of the team feels guilty for resting. A rested manager makes better decisions, is more empathetic, and sets a healthy permission-based culture for everyone else.
UK full-time workers are legally entitled to 5.6 weeks of paid annual leave, typically 28 days for a five-day week. Recent data shows that many employees continue to carry over or lose days due to workload pressures and workplace culture.
Experts note that failure to take annual leave can contribute to longer-term issues such as reduced productivity and higher absence rates from ill health. The Timetastic report underscores how even when employees recognise the mental health benefits of holiday, practical and cultural obstacles often prevent action.
Younger employees appear more attuned to well-being, but broader workplace norms influence behaviour across age groups. Senior leaders, with greater autonomy, experience less pressure, suggesting management practices shape team attitudes toward rest. Timetastic recommends practical steps for employers, including improving visibility of leave schedules to balance workloads and creating clear policies with supportive leadership. Normalising earned time off rather than treating it as a burden can help foster healthier workplace cultures.
The report serves as a reminder for businesses to review annual leave policies and encourage uptake, particularly as conversations around mental health and sustainable working practices continue to evolve in the UK labour market.