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UK Holiday Entitlement & Pay Calculator

Calculates statutory holiday entitlement and pay for full-time, part-time, and irregular hours workers in the UK, including pro-rata and leaving calculations.

Your details

Select the type of working hours.

For full-time or part-time workers with fixed days. Not required for irregular hours workers.

For part-time or irregular hours workers. Enter your average weekly hours. For full-time fixed hours, this is not used in the calculation.

For irregular hours workers only. The average number of hours you work on a typical working day. Used to convert holiday hours to days. If unsure, use 8.

Choose the scenario that applies.

The start date of your employer's holiday year (e.g., 2026-01-01). If you don't know, use the calendar year (1st Jan).

Your first day of work.

Your last day of work. Only required if calculating entitlement when leaving.

Number of holiday days you have already used in the current holiday year.

Your average weekly pay over the last 52 weeks (or since start if less). For irregular hours, this is needed to calculate holiday pay.

Result

Holiday days remaining 23

Days you can still take (or are owed pay for).

How it is calculated

Full-time statutory entitlement For a full-time worker on a 5-day week, this is capped at 28 days.
28
Statutory holiday entitlement Your total statutory holiday days for the period.
28
Estimated holiday pay owed Estimated pay for unused holiday. Requires average weekly pay.
£2,760.00
Keep in mind
  • This calculator provides an estimate of statutory minimum entitlement. Your contract may offer more.
  • For irregular hours workers, the 12.07% accrual rate applies to hours worked. The conversion to days uses the 'Average daily hours' you provide.
  • Holiday pay for irregular hours workers should be calculated using the average weekly pay over the last 52 weeks. The result here is an estimate.
  • If you are an irregular hours worker and your daily hours vary significantly, consider consulting the GOV.UK website or seeking professional advice for a precise calculation.

Indicative result, calculated from the details and the rules listed below. It does not replace an official calculation or advice from a professional.

Prepare the document now

With the result already worked out, you can fill in the document right away.

Employer Holiday Policy
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UK Holiday Entitlement and Pay

All workers in the UK have a legal right to paid holiday, known as statutory annual leave. The amount you get depends on your working pattern—whether you work full-time, part-time, or have irregular hours (including zero-hours contracts). This calculator helps you determine your minimum legal entitlement and estimate any holiday pay you might be owed, especially when starting or leaving a job.

How is Holiday Entitlement Calculated?

The basic rule is that you are entitled to 5.6 weeks of paid holiday per year. For a worker on a standard 5-day week, this equates to 28 days. However, this is pro-rated for part-time workers and those who start or leave part-way through the holiday year.

  • Full-time and part-time workers (fixed hours): Your entitlement is calculated by multiplying your working days per week by 5.6. If you work 3 days a week, you get 3 x 5.6 = 16.8 days. This is then pro-rated based on the portion of the holiday year you have worked.
  • Irregular hours and zero-hours workers: Your holiday accrues as you work. You earn 12.07% of the hours you work as paid holiday. This is then converted into an equivalent number of days based on your average daily working hours.

Calculating Holiday Pay

Holiday pay should be based on your 'normal' pay, which includes regular overtime, commissions, and bonuses. For workers with variable pay, the law requires using an average of your weekly pay over the last 52 weeks (or since you started if less). The calculator estimates a daily rate from your average weekly pay to calculate pay owed for unused days.

Example: An Irregular Hours Worker

Alex works irregular hours, averaging 20 hours per week and about 5 hours on a typical working day. Their holiday year is the calendar year. They want to know their full year's entitlement.

  1. Total hours worked in a year: 20 hours/week x 52 weeks = 1,040 hours.
  2. Holiday hours accrued: 12.07% of 1,040 hours = 125.528 hours.
  3. Holiday entitlement in days: 125.528 hours ÷ 5 average daily hours = 25.1 days.

Alex would be entitled to approximately 25.1 days of paid holiday for the year.

What to Do With Your Results

If you are an employer, it's crucial to have a clear Employer Holiday Policy that outlines these rules for your staff. This helps avoid disputes and ensures compliance. For new employees, an Employment Contract should clearly state their holiday entitlement. For casual or irregular hours workers, a Casual Worker Agreement is appropriate to formalise terms including holiday accrual.

Frequently Asked Questions

This section addresses common concerns about holiday rights in the UK.

Frequently asked questions

Can my employer offer more than the statutory minimum?

Yes, many employers offer enhanced holiday entitlement as part of their benefits package. This should be clearly stated in your employment contract.

Do bank holidays count towards my 5.6 weeks?

There is no legal right to have bank holidays off. Your 5.6 weeks can include bank holidays, unless your contract states otherwise. Many employers give bank holidays in addition to the statutory minimum.

What happens to my holiday when I leave my job?

You are entitled to be paid for any holiday you have accrued but not taken. If you have taken more holiday than you accrued, your employer may deduct pay for the excess.

How is the 12.07% rate for irregular hours calculated?

It is derived from the statutory 5.6 weeks entitlement. 5.6 weeks of holiday divided by 46.4 weeks of work (52 weeks - 5.6 weeks) equals approximately 12.07%.

What is the holiday year?

It's the 12-month period your employer uses to calculate holiday. It can be the calendar year, the tax year, or start on your employment anniversary. Check your contract or company policy.

Can I carry over unused holiday?

Under the Working Time Regulations, you must take your statutory holiday in the holiday year it's due. Carry-over is only allowed in specific circumstances, such as maternity leave or long-term sickness, or if your employer's policy allows it.

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