Calculate your statutory holiday entitlement for full-time, part-time, and irregular hours workers, with bank holiday options for England, Wales, Scotland, and Northern Ireland.
This calculator shows the statutory minimum holiday entitlement. Your employer may offer more. Check your contract and visit gov.uk/holiday-entitlement-rights for full details.
Every worker in the UK is legally entitled to paid annual leave. Understanding your holiday entitlement is important for planning time off and ensuring your employer provides the minimum required by law. The statutory minimum is 5.6 weeks per year for full-time workers, which equates to 28 days including bank holidays. For part-time workers, the entitlement is calculated on a pro rata basis according to the number of days worked per week. Since April 2024, a new method using 12.07% accrual applies to irregular hours and part-year workers. This calculator helps you determine your statutory holiday entitlement based on your working pattern, whether you include bank holidays, and your location within the UK.
To calculate your holiday entitlement: 1. Enter the number of days you work per week. Full-time is typically 5 days. Part-time workers should enter their contracted days (e.g. 3 days per week). 2. Enter your weekly working hours. This is used for the irregular hours calculation and to convert your entitlement into hours. 3. If your working hours vary from week to week, toggle the irregular hours option. This switches to the 12.07% accrual method instead of the standard 5.6 weeks calculation. 4. Choose whether to include bank holidays in your entitlement. Many employers include bank holidays within the 28-day statutory minimum. If your employer gives bank holidays on top of your annual leave, toggle this off. 5. Select your country within the UK. England and Wales have 8 bank holidays, Scotland has 9, and Northern Ireland has 10. 6. If you started your job partway through the holiday year, expand the advanced options and enter your start month. The calculator will pro rata your entitlement for the remaining months.
Holiday entitlement is calculated differently depending on your working pattern: For standard workers (regular hours), the statutory minimum is 5.6 weeks per year. This is converted to days by multiplying your working days per week by 5.6. A full-time worker on 5 days per week gets 5 x 5.6 = 28 days. A part-time worker on 3 days per week gets 3 x 5.6 = 16.8 days, which is rounded up to 17 days as employers must always round up fractions. For irregular hours workers, the calculation uses the 12.07% method. This percentage is derived from 5.6 weeks of holiday divided by the 46.4 working weeks in a year (52 minus 5.6). Your annual hours worked are multiplied by 12.07% to give your holiday entitlement in hours. If you include bank holidays, they are shown as part of your total. The number of bank holidays depends on your country: 8 for England and Wales, 9 for Scotland, and 10 for Northern Ireland. Your days excluding bank holidays shows how many additional leave days you have. For mid-year starters, the full entitlement is multiplied by the fraction of the year remaining and then rounded up. For example, starting in month 7 (July) leaves 6 months, so the entitlement is halved.
This calculator shows the statutory minimum holiday entitlement under the Working Time Regulations 1998 (as amended). Your employer may offer more generous leave in your employment contract, but they cannot provide less than the statutory minimum. There is no automatic right to take bank holidays off work, though many employers do include them as part of the 28-day entitlement. If you work on a bank holiday, your employer does not have to give you an extra day off unless your contract says so. Employers can control when you take holidays, require you to take leave on certain days (such as Christmas shutdown periods), and set notice requirements. If you leave your job partway through the holiday year, you are entitled to pay for any accrued but untaken leave. For more information, visit gov.uk/holiday-entitlement-rights or contact ACAS.