Holiday entitlement calculator
Work out an employee’s holiday entitlement from their working pattern, annual allowance and the UK statutory minimum.
- Uses the statutory minimum of 5.6 weeks, capped at 28 days
- Works in days or hours for full-time and part-time employees
- Includes people who join or leave during the holiday year
Calculate holiday entitlement
Choose days or hours, then add the employee’s working pattern and annual allowance. You can also adjust the calculation if they join or leave during the holiday year.
For example, enter 5 for a full-time role that runs from Monday to Friday.
Enter the annual allowance for a full-time employee. Follow your policy when deciding whether to include bank holidays.
Enter the employee’s usual working days each week.
Adjust for part of the holiday year
Turn this on if the employee joins or leaves during the holiday year.
Estimate
- Total entitlement
- 28 days
- Statutory minimum
- 28 days
- Contractual allowance
- 28 days
How this was calculated
- Full-year contractual allowance
- 28 days
- Full-year statutory minimum
- 28 days
Values are rounded up to the nearest half day. All figures shown in days.
This calculator gives an estimate for regular working patterns. Check the employee’s contract, your holiday policy and the latest GOV.UK guidance before confirming their allowance. GOV.UK holiday entitlement guidance.
How UK holiday entitlement is worked out
Almost all workers are entitled to paid holiday. The amount depends on their working pattern, contract and how much of the holiday year they are employed for.
5.6 weeks is the legal minimum
Someone who works 5 days a week gets at least 28 days of paid holiday a year. Someone who works 3 days a week gets at least 16.8 days.
Part-time leave is proportional
A part-time employee usually gets a share of the full-time allowance based on the days or hours they work. The same 5.6-week statutory minimum applies to their working pattern.
Mid-year joiners and leavers are pro-rated
When someone starts or leaves part-way through the holiday year, they only receive the allowance for the part of the year they are employed. This calculator works that out using calendar days.
Bank holidays are a policy choice
Bank holidays do not have to be given on top of the 5.6-week minimum. You can include them in the annual allowance or offer them separately. Make this clear in your contracts and holiday policy.
Common questions about holiday entitlement
Quick answers about statutory holiday, part-time employees and changes during the holiday year.
Almost all workers get at least 5.6 weeks’ paid holiday a year. For a 5-day week that is 28 days. Employers can offer more in the contract.
For the statutory minimum, multiply the number of days they work each week by 5.6. For contractual leave, work out their share of the full-time allowance based on their working pattern.
Start with their full-year allowance, then adjust it for the part of the holiday year they are employed. This calculator uses the dates you enter to do that for you.
Bank holidays are not a separate legal entitlement. You can include them in the 5.6 weeks or give them on top. Make your approach clear in the employment contract and holiday policy.
Using hours can be helpful when working days are different lengths or someone works compressed hours. The statutory allowance is still based on 5.6 weeks and is then converted into hours.
No. Holiday pay and entitlement for irregular-hours and part-year workers follow different rules. Use the GOV.UK holiday entitlement calculator for those working patterns.
It follows GOV.UK rules for regular working patterns, including the statutory cap and adjustments for part of a holiday year. Check unusual contracts, shift patterns and irregular hours separately.
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