Wexford Workers Miss Out on Annual Leave: Nearly One in Three Don’t Use All Entitlements

Last year almost one in three Wexford-based workers failed to use their full holiday entitlements according to the latest 2025 Annual Leave Report by FRS Recruitment. Key Findings for Wexford Workers - Unused Annual Leave: In 2024, 27% of workers in Wexford did not take all of their annual leave, a figure that’s slightly lower than the national average of 35%. This indicates a growing awareness of the importance of taking time off, but also reveals that many workers are still neglecting their full holiday entitlements. - Gender Differences: The data also reveals that male workers in Wexford are less likely to take all of their holidays compared to their female counterparts. This trend mirrors national patterns, where 40% of male respondents reported unused holiday days in 2024, compared to just 31% of females. Among male respondents who left time off untaken, 64% admitted that five or more days went unused. - Support for Flexible Work Arrangements: Wexford workers are increasingly in favor of workplace changes to improve work-life balance. According to the survey: 64% support a 4-day work week, and 82% would like to see unlimited annual leave introduced, reflecting a growing desire for more flexibility in how and when leave can be taken. Shifting Attitudes Towards Holiday Benefits The 2025 report also sheds light on holiday payments and how employers handle unused leave. While the option for payment in lieu of unused leave has declined: - Only 9% of workers were offered this option in 2024, down from 27% the year before. However, fewer workers reported losing unused annual leave, with only 11% indicating that they forfeited any unused holiday days, compared to 24% the previous year. More than 40% of workers said they could carry over unused leave into the following year, which may contribute to a shift in how workers approach their holiday entitlements. Speaking to South East Radio News Gwen Leydon, Head of Technical Engineering & Life Science at FRS Recruitment, sheds light on the factors influencing the trend of Wexford workers not using their full annual leave. According to Gwen, there are several reasons why workers may hesitate to take time off, with the “always on” work culture being a significant factor: “Many employees feel pressurized to stay connected or available even on their days off. The fear of falling behind or the guilt of burdening colleagues can make taking leave feel uncomfortable. Some workers worry about how their absence might be perceived or whether it will make them seem less dedicated to their role. In some sectors, like healthcare, retail, or hospitality, staff shortages can make taking time off especially difficult. Without adequate cover, taking leave can feel impossible.” Leydon also highlights how management practices can contribute to this issue: “Sometimes there’s a lack of encouragement from leadership when it comes to taking time off. When managers don’t model taking holidays themselves, it can discourage employees from doing the same.” Remote and hybrid working models are also blurring the lines between work and home life, leading some workers to take shorter, more flexible breaks throughout the day rather than formal holidays. Gwen says, “For many, working from home means that the traditional structure of taking extended time off isn’t as necessary, since they can manage short breaks in between tasks.” However, Leydon believes this shifting attitude toward time off isn’t just about avoiding burnout—it’s about prioritizing well-being and relationships. “There’s a growing focus on using leave for family connection and personal experiences rather than just to escape from work. People are increasingly seeing holidays as an essential way to recharge emotionally, not just physically. And with a greater focus on well-being, many workers are using their leave to nurture personal relationships rather than taking ad hoc days off for errands or recovery.” In fact, the rising demand for unlimited leave and a 4-day work week is a clear response to the evolving work culture.  “After years of blurred boundaries and rising workloads, many workers are now pushing back against the ‘always on’ culture. This trend signals that people value time, flexibility and well-being more than ever. They are seeking work environments that prioritize balance and mental health as essential components of a good job—not just perks.” Finally, Gwen highlighted the impact of rigid notice policies on workers’ ability to take time off: “Requiring a month’s notice to take leave can create significant barriers for workers, especially when it comes to urgent family needs or spontaneous rest. Strict leave policies can lead to unused leave days piling up, which undermines employees’ well-being and perpetuates a culture where people feel they can’t truly step away from work.”