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Holiday Entitlement Calculator UK
Use this statutory holiday entitlement calculator — a 5.6 weeks holiday calculator — to work out your UK holiday entitlement: full-time, part-time pro-rata, hours-based and compressed hours, irregular hours and zero-hours contracts (12.07% accrual), bank holidays by nation, and pro-rata holiday when leaving a job. Based on the Working Time Regulations 1998 and current GOV.UK guidance.
Full-time statutory holiday entitlement
Part-time holiday entitlement calculator
Hours-based and compressed-hours entitlement
For workers with a fixed number of hours per week but days of different lengths (e.g. 25 hours over 4 days, or 40 hours compressed into 4 days). GOV.UK method: entitlement in days first (5.6 x days/week, capped at 28), then multiplied by your average working day.
Irregular hours / zero-hours holiday calculator (12.07%)
This 12.07 holiday calculator is the irregular hours holiday calculator UK employers use for the 2024 rules: for leave years starting on or after 1 April 2024, irregular-hours and part-year workers accrue 12.07% of the hours actually worked in each pay period. As a holiday pay calculator UK workers and employers can both use, it also shows rolled-up holiday pay — one of the two lawful methods (the other is the 52-week reference-period average).
Holiday entitlement when leaving a job
Pro-rata by the proportion of the leave year you worked, minus holiday already taken. Any untaken balance is paid in lieu in your final pay.
Bank holidays by UK nation
| Nation | Standard bank holidays | Examples |
|---|---|---|
| England & Wales | 8 | New Year’s Day, Good Friday, Easter Monday, Early May, Spring, Summer, Christmas Day, Boxing Day |
| Scotland | 9 | + 2 January and St Andrew’s Day (no Easter Monday) |
| Northern Ireland | 10 | + St Patrick’s Day and Battle of the Boyne |
There is no automatic statutory right to paid leave on bank holidays — they can count toward your 5.6-week minimum. Bank holiday entitlement part time: your employer must give part-timers bank holidays pro-rata (nation count x days worked per week / 5) if they give them on top of the statutory minimum. Use the Part-time tab above as a part time bank holiday calculator UK workers can rely on. Exact dates vary by year; special one-off bank holidays (e.g. coronations) may add to the count. Guidance only — check your contract or contact Acas. Sources: GOV.UK bank-holidays table, nidirect.
Worked example: part-time holiday entitlement
Say you work 3 days a week in England.
- Statutory entitlement = 5.6 × 3 days = 16.8 days.
- If your employer gives bank holidays on top, your pro-rata share = 8 × 3/5 = 4.8 days.
- Total with bank holidays = 16.8 + 4.8 = 21.6 days.
- On a zero-hours contract, 200 hours worked in a month accrues 200 × 12.07% = 24.14 hours of paid holiday.
- Leaving after 182 days of a 365-day leave year with 10 days taken: accrued 13.96, untaken 3.96 days, paid in lieu £396.00 at £100/day.
Frequently asked questions
Asking yourself “how many days holiday am I entitled to” — or how much holiday do I get per year UK law says? The quick answer: almost every UK worker gets 5.6 weeks of paid holiday a year, pro-rated to their working pattern. The tabs above and the FAQs below work through the common cases.
How much holiday am I entitled to in the UK?
Almost all UK workers are legally entitled to 5.6 weeks of paid holiday per year under the Working Time Regulations 1998. For someone working a standard 5-day week that is 5.6 x 5 = 28 days a year. The statutory maximum is 28 days, so working 6 days a week still gives 28 days, not more. Your contract may offer more, but never less.
How do I calculate holiday entitlement for part-time workers?
Part-time workers get the same 5.6 weeks, pro-rata. Multiply 5.6 by the number of days you work each week. For example, someone working 3 days a week is entitled to 5.6 x 3 = 16.8 days of paid holiday a year. Two days a week gives 5.6 x 2 = 11.2 days.
How does the 12.07% holiday accrual work for zero-hours contracts?
Since April 2024, irregular-hours and zero-hours workers accrue holiday at 12.07% of the hours they actually work in each pay period. For example, if you worked 200 hours in a month, you accrue 200 x 12.07% = 24.14 hours of paid holiday for that month. The 12.07% figure comes from 5.6 / (52 - 5.6). This holiday accrual calculator UK follows the same figure the GOV.UK calculator uses.
What happens to my holiday entitlement when I leave a job?
When you leave part-way through the leave year, your entitlement is pro-rated: full annual entitlement x days employed / days in the leave year, minus any holiday you already took. For example, a full-time worker (28 days) who leaves after 182 days of a 365-day leave year has accrued 28 x 182/365 = 13.96 days. If they took 10 days, the employer must pay for the remaining 3.96 days. If you took more than you accrued, the employer can deduct it from your final pay if your contract allows.
Do part-time workers get bank holidays?
There is no automatic right to paid time off on bank holidays - they can count toward your 5.6-week minimum. If your employer does give bank holidays on top of the statutory minimum, part-timers get them pro-rata: bank holidays for your nation x days you work per week / 5. For example, a 3-day-a-week worker in England (8 bank holidays) gets 8 x 3/5 = 4.8 extra days. Scotland has 9 and Northern Ireland 10 bank holidays as standard.
What is rolled-up holiday pay?
Rolled-up holiday pay adds a holiday-pay uplift to every payslip instead of paying you when you take leave. It became lawful for irregular-hours and part-year workers for leave years starting from 1 April 2024; before the 2024 reforms it was unlawful. The uplift equals 12.07% of the hours worked times your hourly rate - for example, 160 hours at £15.40 an hour accrues 160 x 12.07% = 19.31 hours, worth 19.31 x £15.40 = £297.40. Employers can instead use the 52-week reference-period method, and regular-hours workers must not be paid this way.
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