UK Holiday Pay Calculator

Days worked per week

Hours worked per week

Bank holidays are separate (not included in entitlement)

Your Holiday Entitlement

Regular weekly pay (£) Your normal weekly earnings

Regular overtime (£/week) If worked regularly over past year

Commission (£/week average) Average weekly commission

Other regular payments (£/week) E.g., shift allowances, bonuses

Your Weekly Holiday Pay

Calculation type

Full annual entitlement (days)

Days worked per week

Leave year start date

Employment start date

Pro Rata Entitlement

How Does It Work?

In the UK, almost all workers are legally entitled to 5.6 weeks of paid holiday per year. This calculator helps you work out exactly how much holiday time you’re entitled to and what you should be paid whilst on holiday.

The 5.6 Weeks Rule

If you work five days a week, 5.6 weeks equals 28 days of paid annual leave. This is your statutory minimum entitlement. Your employer can offer more, but they can’t offer less. For workers who put in more than five days per week, there’s a statutory cap of 28 days unless your contract states otherwise.

What Gets Included?

Your holiday pay should reflect what you’d normally earn when working. This means it must include regular overtime, commission, and any payments linked to your role like shift allowances or bonuses for seniority. For at least four weeks of your 5.6 weeks’ entitlement, these extras must be factored in by law.

Quick Tip: Holiday entitlement in the UK must always be rounded up to the nearest half day, never down. So 22.4 days becomes 22.5 days, not 22 days.

Common Scenarios

Starting a New Job

When you join a company partway through their leave year, you don’t get the full 28 days immediately. Instead, your entitlement builds up (accrues) month by month. Roughly speaking, you gain about 2.33 days per month worked.

Leaving Your Job

If you leave mid-year, you’re entitled to a proportion of the annual leave based on how many months you worked. If you haven’t used all your accrued days, your employer must pay you for them. If you’ve taken more than you’ve earned, they may deduct this from your final pay (if it’s in your contract).

Part-Time Workers

Part-timers get the same holiday entitlement as full-timers, just scaled down proportionally. Working three days per week? Multiply 3 by 5.6 to get 16.8 days, which rounds up to 17 days annually.

Irregular Hours and Shift Workers

For those with varying schedules, your holiday is calculated differently. You’ll typically look at the average hours worked over the previous 12 weeks to determine both entitlement and pay. Special rules apply from April 2024 onwards for irregular hours and part-year workers.

Working Out Your Numbers

Step 1: Know Your Working Pattern

First, identify how many days or hours you work each week. This forms the foundation of all calculations. If your pattern changes regularly, you might fall into the irregular hours category.

Step 2: Calculate Your Entitlement

Multiply your weekly working days by 5.6. That’s your annual entitlement in days. For hours-based calculations, do the same with your weekly hours. Remember that 28 days is the maximum for those working five or more days weekly.

Step 3: Work Out Holiday Pay

Start with your normal weekly wage, then add in the average of any regular overtime, commission, or bonuses you’ve received over the past year. This total is what you should receive for each week of holiday.

Step 4: Pro Rata Adjustments

If you’re calculating mid-year entitlement, divide your annual entitlement by 12, then multiply by the number of months you’ll have worked. Always round the final figure up.

Working Pattern	Days Per Week	Annual Entitlement
Full-time	5 days	28 days
Part-time	4 days	22.5 days
Part-time	3 days	17 days
Part-time	2 days	11.5 days
Part-time	1 day	5.6 days

Frequently Asked Questions

Are bank holidays included in my 28 days?

That depends entirely on your employer’s policy. There are eight bank holidays in the UK, and some employers include these in your 28-day allowance, whilst others offer them on top. Check your contract to see which applies to you.

Can I carry over unused holiday?

Generally, you should use your holiday within the leave year. However, your employer may allow you to carry some over, especially if you were unable to take it due to illness or other valid reasons. This isn’t automatic though—it needs to be agreed with your employer or stated in your contract.

What if I work more than five days per week?

The statutory entitlement is capped at 28 days for anyone working five or more days weekly. However, your employer can choose to give you more in your contract. If they don’t specify otherwise, you’ll receive the standard 28 days.

Does maternity leave affect my holiday?

No, your holiday continues to accrue normally whilst you’re on maternity, paternity, or adoption leave. You’re entitled to take this holiday before, during, or after your leave period.

What about zero-hours contracts?

Workers on zero-hours contracts are entitled to paid holiday too. Your entitlement builds up based on the hours you actually work. The calculation typically uses the hours worked in the previous 12 weeks to determine both your entitlement and pay rate.

Can my employer refuse my holiday request?

Yes, employers can refuse holiday requests, but they must give you notice. The notice period should be at least twice as long as the holiday you requested. For example, if you want two weeks off, they should tell you at least four weeks in advance if they’re refusing.

What’s rolled-up holiday pay?

This is when an employer adds a percentage to your hourly rate to cover holiday pay instead of paying you when you take time off. From April 2024, this is only allowed for irregular hours workers and part-year workers, and only if certain conditions are met.

Do I get paid more if I work on a bank holiday?

There’s no legal requirement for employers to pay extra for bank holiday working. Whether you receive enhanced pay depends entirely on your employment contract. Many employers do offer premium rates, but it’s not automatic.

What Counts Towards Holiday Pay?

Holiday pay calculations can be more complex than just your standard wage. Here’s what should and shouldn’t be included:

Must Be Included

Your regular hourly rate or salary
Commission that’s regularly earned as part of your role
Regular overtime worked over the previous year
Shift allowances and premiums
Payments related to qualifications or seniority
Any other payments directly linked to performing your job

Not Required To Be Included

One-off bonuses not related to your contractual duties
Occasional overtime that isn’t regular
Expenses reimbursements
Benefits in kind (like company cars)

The key test is whether the payment is “intrinsically linked” to the performance of your duties and whether it’s been paid regularly. If you’ve received it consistently over the reference period, it should generally be included.

Getting It Wrong: What To Watch Out For

Rounding Down Instead of Up

One of the most frequent errors is rounding holiday entitlement down instead of up. UK law requires rounding up to the nearest half day. So 14.2 days becomes 14.5 days, not 14 days.

Forgetting About Commission and Overtime

Many employers accidentally underpay holiday by using only base salary. If you regularly earn commission or work overtime, these must be factored into at least four weeks of your holiday pay.

Incorrect Pro Rata Calculations

When someone joins or leaves mid-year, the maths needs to be precise. The calculation should be: (Full entitlement ÷ 12) × months worked. Missing this can lead to significant under or overpayments.

Treating All Workers the Same

Different working patterns require different approaches. An irregular hours worker’s entitlement can’t be calculated the same way as someone on a fixed contract. From April 2024, specific rules apply to irregular and part-year workers.

Ignoring the 28-Day Cap

Someone working six or seven days per week might expect more than 28 days using the 5.6 multiplier, but statutory entitlement is capped at 28 days unless the contract explicitly offers more.

Your Rights and Next Steps

If you believe your holiday pay or entitlement is incorrect, you have options. Start by checking your employment contract—it should explain how your holiday is calculated and what your specific entitlement is.

Raising the Issue

Have a conversation with your employer or HR department first. Many discrepancies are honest mistakes that can be sorted out quickly when brought to attention. Keep records of your hours worked, holiday taken, and payments received.

Getting Help

If talking to your employer doesn’t resolve things, contact the Acas helpline. They offer free, impartial advice about employment rights and can help you work out if you have a valid claim.

Making a Claim

As a last resort, you can make a claim to an employment tribunal. You generally have three months minus one day from when the underpayment occurred. Time limits are strict, so don’t delay if you’re considering this route.

Remember: Holiday pay disputes are one of the most common employment issues. You’re not alone if you’re facing this, and there are clear legal protections in place to support you.

References

GOV.UK (2024). Calculate holiday entitlement. Available at: https://www.gov.uk/calculate-your-holiday-entitlement

Acas (2024). Calculating holiday pay – Holiday entitlement. Advisory, Conciliation and Arbitration Service. Available at: https://www.acas.org.uk/checking-holiday-entitlement/calculating-holiday-pay

Working Time Regulations 1998 (as amended). UK Statutory Instruments 1998 No. 1833. Available at: https://www.legislation.gov.uk

Employment Rights Act 1996. UK Public General Acts 1996 c. 18. Available at: https://www.legislation.gov.uk