Holiday Entitlement Calculator

Last updated: April 2026

Work pattern

Bank holidays and dates

Do bank holidays count toward your leave?Check your employment contract. Most UK employers include bank holidays.Leave year start date

I started mid-yearI am leaving mid-year

Your annual holiday entitlement

28 days per year

= 5.6 weeks = 210 hours

Breakdown

Statutory minimum: 5.6 weeks
Your pattern: 5 days/week
Your entitlement: 28 days/year
Bank holidays: Included
Holiday excluding bank holidays: 20 days

Day-based entitlement is rounded up to avoid under-stating statutory leave.

England and Wales bank holidays 2026

1 Jan - New Year's Day
3 Apr - Good Friday
6 Apr - Easter Monday
4 May - Early May bank holiday
25 May - Spring bank holiday
31 Aug - Summer bank holiday
25 Dec - Christmas Day
28 Dec - Boxing Day substitute

Total: 8 days

Your statutory holiday rights

You cannot be made to take holiday during notice period without proper notice.
Unused statutory holiday must usually be paid out when you leave.
You accrue holiday during sick leave and maternity leave.
Holiday pay must include regular overtime and commission where required.

How much annual leave am I entitled to in the UK?

All UK workers are entitled to a minimum of 5.6 weeks of paid holiday per year under the Working Time Regulations 1998. For someone working 5 days per week, this equals 28 days. Part-time workers receive the same 5.6 weeks on a pro-rata basis.

Are bank holidays included in my holiday entitlement?

There is no legal right to take bank holidays as paid leave in the UK. Most employers include bank holidays within the statutory 28-day entitlement, while some offer them on top.

What changed for irregular hours workers in April 2024?

From April 2024, workers with irregular or part-year hours accrue holiday at a rate of 12.07% of the hours worked in each pay period. The rate is equivalent to 5.6 weeks out of the 46.4 non-holiday weeks in a year.

About this calculator

The Holiday Entitlement Calculator estimates statutory annual leave for full-time, part-time, irregular-hours, or starter/leaver scenarios. It helps workers and employers convert weekly working patterns into days or hours of paid leave. Use this expanded guide when you need more than a quick result. It explains the assumptions behind the Holiday Entitlement Calculator, the records to gather, and the decisions the estimate can support. It is especially useful for workers, employers, payroll teams, and managers converting working patterns into statutory annual leave days or hours. The strongest use of the page is scenario comparison: change one input at a time, compare the output, and keep a note of which assumption changed.

Holiday entitlement method

For many regular workers, statutory leave is based on 5.6 weeks of the working week, capped at 28 days for those working more than five days a week. The calculator result depends on the quality of the inputs and on the rule set or formula selected in the calculator above. For practical use, treat the output as a structured estimate: start with the core inputs, review the main outputs, then test the decision points that matter most to your situation. Key decisions include how part-time entitlement is pro-rated, whether bank holidays are included, how starters and leavers should be treated.

annual leave days = days worked per week x 5.6
annual leave hours = weekly hours x 5.6
part-year entitlement = annual entitlement x proportion of leave year worked
better estimate = accurate inputs + correct rule set + realistic assumptions
scenario difference = revised result - original result

How to use the holiday entitlement calculator

Choose whether the worker has fixed days, fixed hours, shifts, or irregular hours.
Enter days or hours worked per week.
Add leave year start, job start, or leaving date where relevant.
Review entitlement in days or hours.
Check the employment contract for any additional holiday above the statutory minimum.
Gather the main inputs first: days or hours worked, leave year dates, start or leaving date.
Check supporting records such as contract and rota before relying on a final number.
Enter one realistic scenario first, using conservative assumptions where the future is uncertain.
Review the main outputs: annual entitlement, pro-rated entitlement, hours or days available.
Run at least one alternative scenario so you can see which input changes the answer most.
Compare the result with GOV.UK and ACAS holiday entitlement guidance or the relevant contract, bill, statement, or professional document.
Keep the calculation date and assumptions with your notes so you can revisit the estimate when rates, rules, or circumstances change.

Worked example

Part-time worker

Input: Works 3 days per week

Calculation: 3 x 5.6 = 16.8 days

Result: Estimated statutory annual leave is 16.8 days for a full leave year.

Starter scenario

Input: A worker joins halfway through the leave year.

Calculation: Annual entitlement is multiplied by the proportion of the leave year worked.

Result: The calculator estimates pro-rated leave for the remaining year.

Hours-based scenario

Input: A worker has variable shift lengths but fixed weekly hours.

Calculation: Weekly hours are multiplied by 5.6.

Result: Entitlement in hours can be fairer than entitlement in days.

Bank holidays and contracts

Bank holidays can be included in statutory holiday entitlement depending on the contract. A worker who gets bank holidays off is not automatically entitled to extra days on top of statutory leave unless the contract says so.

What to check before relying on the result

A useful Holiday Entitlement Calculator result starts with the same evidence you would use if you were checking the answer manually. The calculator can organise the arithmetic, but it cannot know whether a payslip is final, a bill is estimated, a quote excludes fees, or a personal circumstance has changed since the last statement.

Before making a decision, compare the calculator result with the source document that controls the real outcome. For this topic, that usually means checking GOV.UK and ACAS holiday entitlement guidance. If there is a difference between the calculator and an official statement, contract, assessment, or professional advice, treat the official document as the stronger source.

contract: Use this as supporting evidence for the calculation. If it is out of date, estimated, or based on a different period, the calculator output may look precise while still being wrong for the decision.
rota: Use this as supporting evidence for the calculation. If it is out of date, estimated, or based on a different period, the calculator output may look precise while still being wrong for the decision.
leave-year policy: Use this as supporting evidence for the calculation. If it is out of date, estimated, or based on a different period, the calculator output may look precise while still being wrong for the decision.
holiday records: Use this as supporting evidence for the calculation. If it is out of date, estimated, or based on a different period, the calculator output may look precise while still being wrong for the decision.
payroll records: Use this as supporting evidence for the calculation. If it is out of date, estimated, or based on a different period, the calculator output may look precise while still being wrong for the decision.

Inputs that usually change the answer

The most important input is not always the largest number on the form. Sometimes a date, threshold, percentage, eligibility flag, or timing assumption changes the result more than the headline amount. This is why scenario testing is more useful than a single calculation.

Input	Why it matters	What to double-check
days or hours worked	It feeds directly into the estimate or changes which rule is applied.	Check the period, units, eligibility, and whether the figure is final or estimated.
leave year dates	It feeds directly into the estimate or changes which rule is applied.	Check the period, units, eligibility, and whether the figure is final or estimated.
start or leaving date	It feeds directly into the estimate or changes which rule is applied.	Check the period, units, eligibility, and whether the figure is final or estimated.
bank holiday treatment	It feeds directly into the estimate or changes which rule is applied.	Check the period, units, eligibility, and whether the figure is final or estimated.
irregular-hours status	It feeds directly into the estimate or changes which rule is applied.	Check the period, units, eligibility, and whether the figure is final or estimated.

How to interpret the output

The output should be read as a decision aid, not just a number. For Holiday Entitlement Calculator, the useful question is often what the result means for timing, affordability, eligibility, comparison, or next steps.

annual entitlement: Use this output alongside the other results rather than in isolation. A monthly amount, percentage, date, or payback figure can look acceptable until fees, timing, evidence, or eligibility conditions are added.
pro-rated entitlement: Use this output alongside the other results rather than in isolation. A monthly amount, percentage, date, or payback figure can look acceptable until fees, timing, evidence, or eligibility conditions are added.
hours or days available: Use this output alongside the other results rather than in isolation. A monthly amount, percentage, date, or payback figure can look acceptable until fees, timing, evidence, or eligibility conditions are added.
rounded leave figure: Use this output alongside the other results rather than in isolation. A monthly amount, percentage, date, or payback figure can look acceptable until fees, timing, evidence, or eligibility conditions are added.

Scenarios worth comparing

A single estimate is a snapshot. A better approach is to save a base case, then adjust one assumption at a time. This shows whether the result is stable or whether a small change in timing, rate, usage, income, or cost creates a very different answer.

Scenario	Change one assumption	What the comparison shows
Base case	Use the best current evidence.	Shows the result you would expect if nothing important changes.
Conservative case	Use lower income, higher cost, slower growth, or less favourable timing.	Shows whether the decision still works with less optimistic assumptions.
Improved case	Use the realistic upside, such as lower cost, better rate, higher usage, or stronger evidence.	Shows the potential benefit without treating it as guaranteed.

Common mistakes and edge cases

Most errors come from using the right formula with the wrong assumption. Dates can be counted differently, rates can change, official thresholds can move, and real bills or contracts often include conditions that a simple calculator cannot infer automatically.

Statutory holiday is commonly based on 5.6 weeks.: Check this point before using the estimate for a payment, claim, purchase, application, employment decision, or health-related decision.
The 28-day cap can apply for people working more than five days a week.: Check this point before using the estimate for a payment, claim, purchase, application, employment decision, or health-related decision.
Bank holidays can be included in statutory entitlement.: Check this point before using the estimate for a payment, claim, purchase, application, employment decision, or health-related decision.
Irregular-hours and part-year rules need careful handling.: Check this point before using the estimate for a payment, claim, purchase, application, employment decision, or health-related decision.

Next steps after calculating

Once you have a result, write down the key assumptions and compare them with GOV.UK and ACAS holiday entitlement guidance. If the number affects a deadline, tax return, benefit claim, employment issue, medical question, finance agreement, or major purchase, use the calculator as preparation for a more formal check.

For lower-stakes use, the next step may simply be comparing two or three scenarios. For higher-stakes use, the next step should be checking the official guidance, speaking to the relevant organisation, or getting qualified advice before acting.

Important edge cases

Statutory holiday is commonly based on 5.6 weeks.
The 28-day cap can apply for people working more than five days a week.
Bank holidays can be included in statutory entitlement.
Irregular-hours and part-year rules need careful handling.

Limitations

This calculator is general information only and is not employment legal advice. This is general employment information and not legal advice. The calculator is designed to support understanding and planning, but it cannot verify documents, predict future rule changes, or account for every exception. Use it as an estimate and check the official source before acting where the result matters.

Irregular-hours and part-year rules can be complex.
Contractual holiday can exceed statutory minimums.
Use GOV.UK or ACAS guidance for disputed cases.
Check GOV.UK and ACAS holiday entitlement guidance for current rules, rates, definitions, and eligibility where relevant.
Do not rely on a single scenario where income, costs, dates, rates, usage, or health circumstances may change.
Keep records of the inputs used so that the estimate can be reviewed later.

Frequently asked questions

Is 5.6 weeks the legal minimum?

For most workers, statutory paid annual leave is based on 5.6 weeks, subject to the 28-day cap.

Do part-time workers get less holiday?

They receive a pro-rated entitlement based on their working pattern.

Are bank holidays extra?

Not necessarily. They can be included within the statutory entitlement unless the contract provides more.

Can an employer round holiday down?

Rounding rules should not leave a worker below statutory minimum entitlement.

Do casual workers get holiday?

Workers generally accrue paid holiday, but irregular-hours rules can be complex.

Can unused holiday be paid instead?

Usually not during employment, except on termination or in specific lawful arrangements.

Related calculators

Hours Calculator
Weekly Hours Calculator
Notice Period Calculator
Statutory Sick Pay Calculator

What does this mean?

This calculator is designed to help you understand the likely number before you make a decision or start an application.

Your result should be checked against official UK guidance, especially if your circumstances include dependants, exemptions, prior leave, or a complex immigration history.

Treat the figure as a planning tool rather than legal advice. Where the answer affects an application deadline or major payment, speak to an authorised adviser.

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