Agricultural Worker Holiday Entitlement: Three Nations, Two Eras

The abolition of the Agricultural Wages Board in England in 2013 split the UK into three systems, and thirteen years on, mixed workforces still hold mixed entitlements on the same farm. Who holds what.

England: two populations on one payroll

Protected terms survive only as contract: they persist until the contract is varied by agreement. Farms restructuring or re-issuing contracts routinely extinguish them - sometimes lawfully with consent, sometimes not. A pre-2013 worker asked to sign new terms should have the holiday and sick pay clauses compared line by line first.

Wales: the Agricultural Wages Order is alive

Wales retained regulation through the Agricultural Advisory Panel: the Agricultural Wages (Wales) Order sets minimum wages by grade and can set holiday and agricultural sick pay above the national floor. The Order is updated periodically, so check the current Order on the Welsh Government site rather than relying on any fixed figure - the statutory 5.6 weeks is always the minimum beneath it.

Scotland and Northern Ireland

Scotland’s Agricultural Wages Board continues to set minimum rates and conditions for agricultural workers, and Northern Ireland retains its own Agricultural Wages Board likewise. In both nations the standard 5.6-week entitlement applies as the floor, with Board Orders capable of adding to it - current Orders are published by the Scottish Government and DAERA respectively.

Seasonal workers: the calculation that matters

Most agricultural holiday disputes now involve seasonal and casual pickers: the 12.07% accrual method applies, holiday pay must reflect average earnings including piece-rate performance over the previous 52 paid weeks, and rolled-up holiday pay is lawful for irregular-hours workers if itemised separately on the payslip. Workers on the Seasonal Worker visa hold exactly the same entitlements - immigration status changes nothing about holiday rights.

Related guides

This article provides general information only and is not legal or financial advice. Employment rights depend on your contract, employment status and circumstances. For advice on a specific situation, contact ACAS on 0300 123 1100 or a solicitor regulated by the SRA. Figures relate to the 2026/27 tax year and are verified against GOV.UK at the review date; always confirm current rates on GOV.UK before acting.

Frequently asked questions

How much holiday do agricultural workers get in England?

Workers hired since 1 October 2013 hold the standard 5.6 weeks. Workers continuously employed on pre-2013 contracts may retain better Agricultural Wages Order terms as protected contractual rights.

Does the Agricultural Wages Order still exist?

Not in England - the Board was abolished in 2013. Wales, Scotland and Northern Ireland all retain agricultural wage regimes whose current Orders are published by their governments.

Can my farm employer remove my protected AWO terms?

Only by agreed variation of your contract - which is why re-issued contracts matter. Signing new terms usually replaces the old ones, protected clauses included.

How is holiday calculated for seasonal pickers?

At 12.07% of hours worked each pay period, with holiday pay based on average earnings - including piece-rate pay - over the last 52 paid weeks. Rolled-up holiday pay is lawful if separately itemised.

Do Seasonal Worker visa holders get holiday pay?

Yes - identical rights to any other worker. Deductions or missing holiday pay are enforceable regardless of visa status, and the scheme operator can be reported.

Where do I find the current Welsh agricultural rates?

In the current Agricultural Wages (Wales) Order on the Welsh Government website - the Order sets grade minimums and any enhanced holiday or sick pay terms.

Sources

• GOV.UK: Calculate agricultural worker holiday entitlement
• GOV.UK: Holiday entitlement
• ACAS: Checking holiday entitlement