Calculate holiday entitlement
Choose your working pattern, then enter your days, hours or hours worked in a pay period. The calculator estimates statutory paid leave only, not enhanced contractual leave.
How holiday entitlement is calculated
UK statutory holiday entitlement is normally based on 5.6 weeks of paid holiday each year. For someone who works regular days, the simple formula is days worked per week multiplied by 5.6.
For example, 5 days per week gives 28 days. Three days per week gives 16.8 days. The statutory day-based entitlement is capped at 28 days, even if someone works more than 5 days a week.
regular days:
holiday days = days worked per week × 5.6
statutory cap = 28 days
regular hours:
holiday hours = weekly hours × 5.6
irregular-hours accrual:
holiday hours = hours worked × 12.07%
Part-time holiday entitlement
Part-time workers still receive 5.6 weeks of statutory paid holiday. The difference is that 5.6 weeks is applied to their own working pattern.
| Working pattern | Calculation | Statutory entitlement |
|---|---|---|
| 5 days per week | 5 × 5.6 | 28 days |
| 4 days per week | 4 × 5.6 | 22.4 days |
| 3 days per week | 3 × 5.6 | 16.8 days |
| 2 days per week | 2 × 5.6 | 11.2 days |
Part-year and new starter calculations
If someone starts or leaves part way through the leave year, their entitlement is usually pro-rated. This calculator can estimate that using exact dates or a percentage of the leave year.
Employers can have different leave-year dates, such as January to December, April to March, or the anniversary of employment. Use the dates that match the employer’s policy.
Irregular-hours and part-year workers
For irregular-hours and part-year workers, holiday can build up based on hours worked in a pay period. The statutory minimum accrual rate is 12.07% of hours worked, based on 5.6 weeks of statutory holiday.
For example, if an irregular-hours worker works 120 hours in a pay period, the statutory holiday accrual estimate is 14.48 hours. If the contract gives more than statutory minimum holiday, the percentage may need to be adjusted.
Check pay as well as leave
Holiday pay and holiday entitlement are related but not identical. Pay can depend on normal pay and previous earnings.
Are bank holidays included?
Bank holidays can be included in statutory paid holiday. For example, an employer can give 20 days of annual leave plus 8 bank holidays to make 28 days for a full-time 5-day worker.
Check the employment contract or written statement to see whether bank holidays are included in the holiday allowance or given on top.
Example holiday entitlement calculations
These examples show the statutory minimum before any extra contractual leave your employer may offer.
| Scenario | Calculation | Estimated entitlement |
|---|---|---|
| Full-time, 5 days per week | 5 × 5.6 | 28 days |
| Part-time, 3 days per week | 3 × 5.6 | 16.8 days |
| Half-year worker, 5 days per week | 28 × 50% | 14 days |
| Irregular hours, 120 hours worked | 120 × 12.07% | 14.48 hours |
Related holiday glossary terms
These terms help explain annual leave, statutory entitlement and final pay.
Holiday entitlement FAQs
Is 28 days the minimum for everyone?
No. 28 days is the statutory minimum for someone working 5 days a week. Part-time workers get the same 5.6 weeks, but fewer days because they work fewer days each week.
Can bank holidays be included in my entitlement?
Yes. Bank holidays can be included as part of statutory paid holiday. Check your contract to see whether they are included or given in addition.
What does 12.07% mean?
It is the statutory holiday accrual rate for irregular-hours and part-year workers based on 5.6 weeks of holiday out of a 46.4-week working year.
Does this calculate holiday pay?
No. It estimates holiday entitlement. Holiday pay is a separate calculation and can depend on normal pay, overtime, commission and previous earnings.