If you have no contracted notice period, the statutory notice you have to give is at least one week. But if you are entitled to (for example) 25 days holiday a year and still have 19 days left pro rata, what is the standard procedure, assuming time travel is not possible? I guess that's where the "at least one week" comes in to play? Work one week and be paid for 19 days after that taken as holiday?
Are there any set regulations for these or is any of it discretionary and down to the company to decide? Could they make you forfeit any pro rata holiday entitlement?