Calculate your NHS annual leave entitlement under the Agenda for Change framework based on your length of service and working pattern.
Based on NHS Agenda for Change terms. Your actual entitlement may differ if you have a local agreement, are on a different contract, or have reckonable service from a previous employer. Check with your HR department for your exact entitlement.
The NHS is one of the largest employers in the world, with over 1.3 million staff in England alone. Understanding your annual leave entitlement is essential for planning holidays, managing work-life balance, and ensuring you are receiving the time off you are entitled to under the Agenda for Change framework. NHS annual leave entitlement increases with length of service, starting at 27 days for new starters and rising to 33 days for staff with 10 or more years of NHS service. Bank holidays are provided in addition to annual leave. Part-time staff receive a pro-rated entitlement based on their contracted hours compared to the standard 37.5-hour full-time week. This calculator handles all of these scenarios so you can see exactly what you are entitled to.
To calculate your NHS annual leave: 1. Enter your years of NHS service. This is your total reckonable service, including any previous NHS employment. If you transferred from another NHS trust, your service should be continuous. 2. Enter your contracted hours per week. The NHS full-time standard is 37.5 hours. Part-time staff should enter their actual contracted hours (e.g., 22.5 for three days, 30 for four days). 3. Select your region. Scotland has one additional bank holiday compared to England and Wales. 4. Choose whether to include bank holidays in the total. NHS bank holidays are normally in addition to annual leave, but toggling this off shows your annual leave entitlement on its own. 5. View the results showing your total leave in both days and hours, along with your service band and pro-rata percentage.
The calculation follows the NHS Agenda for Change annual leave framework. Staff entitlement is determined by their length of reckonable NHS service: Under 5 years of service: 27 days plus bank holidays. Between 5 and 10 years of service: 29 days plus bank holidays. 10 years or more: 33 days plus bank holidays. For part-time staff, the entitlement is pro-rated. The pro-rata factor is calculated as contracted hours divided by 37.5 (the full-time equivalent). For example, a member of staff working 22.5 hours per week has a pro-rata factor of 0.6, so their entitlement is 60% of the full-time amount. Bank holidays are also pro-rated by the same factor. The hours conversion multiplies leave days by the daily hours (contracted weekly hours divided by 5 working days). This is particularly useful for part-time staff who may work different length shifts.
This calculator is based on the standard NHS Agenda for Change terms and conditions. Some NHS trusts have local agreements that may differ slightly. Senior managers and very senior managers (VSM) may be on different contracts with different leave entitlements. Medical and dental staff have separate terms under the 2016 junior doctor contract or consultant contract. Always confirm your exact entitlement with your employer's HR department.