There is no single universal rule — required notice for annual leave (vacation/holiday) depends on the country, and often on the specific employment contract or workplace policy, since many places set only minimum defaults that employers and employees can vary by agreement.
General patterns seen in many jurisdictions:
- Employee notice to take leave: A common default (e.g., under UK working time rules) is that the notice given to the employer should be at least twice the length of the leave requested (e.g., two weeks' notice for a one-week holiday). Some employers set their own shorter or longer requirements in the contract or staff handbook.
- Employer notice to refuse or require leave: Employers who want to refuse a leave request, or who want to require staff to take leave at a specific time (e.g., a Christmas shutdown), typically must give notice equal to at least the length of the leave being refused or imposed.
- Other countries (e.g., Australia, Canada, EU member states, the US) each have their own statutory frameworks — some specify minimum notice periods in labor codes, while others (notably the US) have no federal law mandating paid annual leave or notice at all, leaving it entirely to employer policy or union agreements.
What actually governs your situation:
- Your written employment contract or offer letter.
- Your employer's staff handbook or leave policy.
- Any applicable collective bargaining agreement (union contract).
- National or state/provincial labor law, which usually sets only a floor (minimum protection), not a fixed universal number.
Practical advice: Check your contract and internal HR policy first, since these usually contain the specific number of days or weeks required. If nothing is specified there, look up your country's (or state's) labor standards agency guidance, or ask HR directly — they can confirm exact requirements and any exceptions (e.g., blackout periods, minimum staffing needs) that apply to your workplace.