Whether or not you are entitled to be paid for unused flexi-leave depends on your contract of employment.

Many contracts now include 'flexi-time' or 'flexi-leave' arrangements. These involve employees working extra hours and then taking these hours as time off in lieu (TOIL) at a later date, or sometimes taking the time off in advance and making it up at a later date, within whatever scheme rules have been agreed.

In workplaces where a union is recognised, there may be a collective agreement in place on flexi-time.

In general, you are not entitled to be paid for flexi-time you have built up but have not used, unless your scheme rules say something different.

In a 2013 tribunal case, Vision Events (UK) Limited v Paterson, an Employment Appeal Tribunal ruled that there was no implied contract right to be paid for unused flexi-leave on dismissal.

The position is different for annual leave.