UK Holiday Entitlement Calculator
Calculate statutory holiday entitlement for UK employees. Works for full-time, part-time, and new starters with pro-rata calculations.
All UK workers are entitled to a minimum of 5.6 weeks paid annual leave per year — that's 28 days for someone working 5 days a week. Part-time entitlement is pro rata: 5.6 x days worked per week. GOV.UK holiday entitlement →
For pro-rata calculation of new starters
Some employers give bank holidays on top of the statutory minimum
Breakdown
How is holiday calculated in common scenarios?
Full-time Employee
Standard 5 days per week
5.6 weeks x 5 days = 28 days. This can include bank holidays, or bank holidays can be given on top.
Part-time (3 days/week)
Pro-rata entitlement
5.6 weeks x 3 days = 16.8 days. Bank holidays should also be pro-rated if included.
New Starter (6 months)
Joined mid-year
For someone joining halfway through the year: 28 days x (6/12) = 14 days remaining entitlement.
Irregular Hours
Variable schedule workers
Holiday accrues at 12.07% of hours worked. For each hour worked, 0.1207 hours of holiday is earned.
Compressed Hours
Full-time in fewer days
Someone working 40 hours over 4 days gets 5.6 x 4 = 22.4 days, but each day is longer.
Zero Hours Contract
Variable workers
Holiday entitlement is calculated as 12.07% of hours worked, often paid as 'rolled-up' holiday pay.
What are the UK holiday entitlement rules?
Statutory Minimum
Under the Working Time Regulations 1998, all UK workers are entitled to a minimum of 5.6 weeks paid annual leave per year. For someone working 5 days a week, this equals 28 days.
Bank Holidays
There is no automatic right to take bank holidays off or to receive extra pay for them. Employers can include the 8 UK bank holidays within the 28-day minimum, or offer them on top. Check your employment contract for details.
Part-time Workers
Part-time workers are entitled to the same 5.6 weeks of holiday, but calculated on a pro-rata basis. Someone working 3 days per week would get 16.8 days (5.6 x 3 = 16.8).
Carrying Over Holiday
Only 1.6 weeks of the statutory entitlement can be carried over to the next year (unless your contract says otherwise). The remaining 4 weeks must be taken in the current holiday year or it may be lost.
Payment in Lieu
Workers cannot be paid instead of taking holiday, except when leaving a job. Upon termination, any unused holiday must be paid out.
Explore Related Resources
Blog Posts
UK Holiday Entitlement 2026: Complete Employer Guide [Updated]
Everything UK employers need to know about statutory annual leave in 2026, including calculations for part-time workers, new starters, and bank holidays.
Read moreDo Bank Holidays Count as Annual Leave? Your Rights Explained
Can your employer include bank holidays in your annual leave? Understand the statutory position, part-time worker rights, and what your contract should say.
Read moreHR Glossary
Free HR Tools
Manage Holiday Automatically
Grove automatically calculates and tracks holiday entitlement for your entire team. Handle requests, accruals, and carry-over without spreadsheets.
30-day money-back guarantee. Cancel anytime.
Other Free HR Tools
Bradford Factor Calculator
Calculate employee absence scores to identify patterns and manage sickness absence.
SSP Calculator
Work out Statutory Sick Pay entitlement based on UK rates and qualifying rules.
Holiday Entitlement Guide
Complete guide to UK holiday entitlement, carry-over rules, and best practices.