Holiday Entitlement Calculator UK 2026
Calculate your statutory UK holiday entitlement instantly. This free calculator determines your annual leave based on working days, handles pro-rata calculations for part-time workers, and includes the new 12.07% accrual method for irregular hours introduced in 2024. Get accurate results in seconds, with detailed breakdowns and the option to download a professional PDF report of your holiday entitlement.
UK Holiday Entitlement 2026: Key Facts
Statutory minimum annual leave for all UK workers (28 days for 5-day week)
Statutory entitlement capped at 28 days, even for 6-7 day working weeks
UK public holidays per year (may be included in or added to your 28 days)
New accrual rate for variable hour workers (effective January 2024)
Who Can Use This Calculator?
Full-Time Workers
Calculate your standard 28-day entitlement and see how bank holidays affect your discretionary leave allowance.
Part-Time Workers
Get accurate pro-rata calculations based on your working days per week, with detailed breakdowns showing how your part-time status affects entitlement.
Irregular Hour Workers
Use the new 12.07% accrual method to calculate holiday for zero-hours contracts, agency work, or variable shift patterns.
New Starters & Leavers
Calculate accrued holiday entitlement pro-rata for mid-year starts or determine payment due for untaken leave when leaving employment.
🎯 Calculate Your Holiday Entitlement
How the Holiday Entitlement Calculator Works
Select Calculation Type
Choose whether you need annual entitlement, accrued holiday for new starters, remaining balance after taking leave, or irregular hours calculation using the 12.07% method.
Enter Your Details
Input your working pattern (days per week, hours if known), employment dates if relevant, and any enhanced contractual terms your employer offers above the statutory minimum.
Get Instant Results
Receive accurate calculations based on UK Working Time Regulations 1998. Results show your total entitlement, monthly accrual rate, and detailed breakdowns of how the figures are calculated.
Download & Share
Download a professional PDF report of your entitlement calculation, share results with HR, or print for your records. All calculations are kept private and processed in your browser.
Understanding UK Holiday Entitlement in 2026
UK workers have a statutory right to 5.6 weeks of paid annual leave per year under the Working Time Regulations 1998. For someone working a standard 5-day week, this equals 28 days. Part-time workers receive a proportional entitlement based on their working pattern, calculated as: working days per week × 5.6 weeks.
The 28-Day Cap for Extended Working Weeks
While the 5.6-week formula applies universally, statutory entitlement is capped at 28 days maximum. If you work 6 or 7 days per week, the calculation (6 × 5.6 = 33.6 days or 7 × 5.6 = 39.2 days) would exceed this cap, but UK law limits statutory minimum to 28 days. Some employers voluntarily offer enhanced terms for extended working weeks - check your contract to see if you're entitled to more than the statutory minimum through enhanced employment rights.
Bank Holidays: Included or Additional?
The UK typically has 8 bank holidays per year (England and Wales). Your employment contract determines whether these are included within your 28-day entitlement or offered on top. If included, you have 20 days of discretionary leave to book whenever you choose. If additional, you receive 28 days plus 8 bank holidays (36 days total). There's no legal requirement for employers to offer paid bank holidays separately - it's a matter of contractual terms. Always verify your contract or ask HR to clarify your specific arrangement, especially when comparing job offers.
The 12.07% Accrual Method for Irregular Hours
Since January 2024, workers with irregular hours (zero-hours contracts, agency workers, variable shift patterns) accrue holiday at 12.07% of hours worked. This replaced the previous 52-week averaging method which was complex and often disadvantaged workers. The 12.07% rate is derived from: 5.6 weeks ÷ 46.4 working weeks = 0.1207 (12.07%). Holiday is accrued and taken in hours rather than days, and some employers include this as "rolled-up holiday pay" (a 12.07% uplift on hourly rates).
Pro-Rata Calculations for Starters and Leavers
Holiday entitlement accrues from your first day of employment and continues to build throughout the year. If you start mid-year or leave before the holiday year ends, your entitlement is calculated pro-rata: (annual entitlement ÷ 12 months) × months worked. When leaving employment, you're legally entitled to payment for any accrued but untaken holiday in your final salary. Conversely, if you've taken more holiday than you've accrued, your employer may deduct the overdrawn amount from your final pay (if your contract permits this). Use our redundancy pay calculator if you're facing redundancy to understand your full entitlements.
💡 Important: Use It or Lose It
Most employment contracts operate on a "use it or lose it" basis - if you don't take your full holiday entitlement within the holiday year, you typically lose it. While some contracts allow carrying over a limited number of days (often 5-8 days), this isn't a statutory right. Always try to use your full entitlement within the holiday year, and book well in advance if your workplace requires long notice periods. If you're concerned about unpaid leave affecting your entitlement, plan your holidays carefully.
Rounding Rules: Always Round Up
UK law requires holiday entitlement to be rounded up to the nearest half day (0.5). For example, if the calculation produces 16.3 days, this rounds up to 16.5 days. If it produces 16.8 days, it rounds up to 17 days. This rounding rule protects workers by ensuring they never receive less than their statutory entitlement due to decimal calculations. Our calculator automatically applies correct rounding in accordance with UK regulations.
| Working Days Per Week | Raw Calculation | Statutory Entitlement |
|---|---|---|
| 5 days (full-time) | 5 × 5.6 = 28 days | 28 days |
| 4 days (part-time) | 4 × 5.6 = 22.4 days | 22.5 days (rounded up) |
| 3 days (part-time) | 3 × 5.6 = 16.8 days | 17 days (rounded up) |
| 2 days (part-time) | 2 × 5.6 = 11.2 days | 11.5 days (rounded up) |
| 6 days (extended week) | 6 × 5.6 = 33.6 days | 28 days (capped) |
| 7 days (full week) | 7 × 5.6 = 39.2 days | 28 days (capped) |
Real Holiday Entitlement Examples 2026
Example 1: Full-Time Office Worker
Person: Sarah, Marketing Manager
Situation: Works Monday to Friday, 37.5 hours per week, employer includes bank holidays in entitlement
Working days per week: 5 days
Calculation: 5 days × 5.6 weeks = 28 days
Bank holidays included: Yes (8 days)
Result: 28 days total (20 discretionary + 8 bank holidays)
Sarah gets the standard full-time entitlement. Since bank holidays are included, she has 20 days to book at her discretion throughout the year. She should plan holidays well in advance and ensure she uses all 28 days before her holiday year ends. Similar considerations apply when evaluating salary increases versus additional holiday benefits.
Example 2: Part-Time Retail Worker
Person: James, Retail Assistant
Situation: Works 3 days per week (Monday, Wednesday, Friday), 22.5 hours total, bank holidays on top of entitlement
Working days per week: 3 days
Calculation: 3 days × 5.6 weeks = 16.8 days
Rounded up: 17 days
Bank holidays: Additional 8 days (pro-rata if applicable)
Result: 17 days + bank holidays when he's scheduled to work
As a part-time worker, James receives proportional entitlement. His 17 days are separate from bank holidays, but he only gets paid for bank holidays that fall on his normal working days. This demonstrates fair pro-rata treatment under UK law, similar to how part-time salary calculations work proportionally.
Example 3: Zero-Hours Contract Worker
Person: Maya, Hospitality Worker
Situation: Variable hours each week, paid fortnightly, worked 68 hours in last pay period, £11.50 per hour
Hours worked: 68 hours (last fortnight)
Accrual rate: 12.07%
Calculation: 68 × 0.1207 = 8.2 hours holiday accrued
Hourly rate: £11.50
Holiday pay value: 8.2 hours × £11.50 = £94.30
Maya accrues holiday in hours using the new 12.07% method introduced in January 2024. Each fortnight, she earns 8.2 hours of paid holiday. If her employer uses rolled-up holiday pay, she'd see this as a 12.07% uplift on her payslip each period (£94.30 additional per fortnight). This method is fairer for workers with irregular hours. Understanding your minimum wage rights is also crucial for variable hour contracts.
Frequently Asked Questions About Holiday Entitlement
How much holiday am I entitled to in the UK?
UK workers are entitled to 5.6 weeks (28 days) of paid annual leave per year if working 5 days a week. Part-time workers receive a pro-rata entitlement based on their working days. This is the statutory minimum under the Working Time Regulations 1998.
Your employer may offer more than this statutory minimum through enhanced contractual terms. Always check your employment contract to see your specific entitlement, especially when comparing different job offers.
Are bank holidays included in my 28 days?
It depends on your employment contract. Some employers include the 8 UK bank holidays within your 28-day entitlement, leaving 20 days to book at your discretion. Other employers offer 28 days plus 8 bank holidays (36 days total).
There's no legal requirement either way - it's determined by your contract. Check your contract or ask HR to clarify. If bank holidays are included and you work on a bank holiday, you should receive either a day off in lieu or enhanced pay, depending on your contract terms.
How do I calculate holiday entitlement for part-time workers?
Part-time holiday entitlement is calculated as: working days per week × 5.6 weeks. For example, if you work 3 days per week: 3 × 5.6 = 16.8 days, which rounds up to 17 days. Part-time workers receive the same proportional entitlement as full-time workers.
This pro-rata calculation ensures fairness regardless of working pattern. Use our calculator above to get your exact entitlement, including rounding adjustments. Similar proportional calculations apply to part-time salary and other benefits.
What is the 12.07% holiday accrual method?
Since January 2024, workers with irregular hours (zero-hours contracts, agency work, variable shifts) accrue holiday at 12.07% of hours worked. This replaces the previous 52-week averaging method that was complex and often disadvantaged workers.
The 12.07% rate comes from: 5.6 weeks ÷ 46.4 working weeks = 0.1207 (12.07%). Holiday is accrued and taken in hours rather than days. Some employers include this as "rolled-up holiday pay" - a 12.07% uplift on your hourly rate each pay period.
Can I get paid for unused holiday when leaving a job?
Yes. When you leave employment, you're entitled to payment for any accrued but untaken holiday. This is calculated pro-rata based on how much of the holiday year you've worked. Your employer must pay this in your final salary.
The calculation is: (annual entitlement ÷ 12 months) × months worked - days already taken = payment due. For example, if entitled to 28 days, worked 9 months, and taken 15 days: (28 ÷ 12) × 9 - 15 = 6 days owed. If you're being made redundant, use our redundancy pay calculator to understand your full entitlements.
Do I lose my holiday if I don't take it?
Generally yes, holiday entitlement operates on a "use it or lose it" basis each holiday year. Most employment contracts don't allow carrying over unused holiday to the next year, though some permit carrying over a limited number of days (typically 5-8 days maximum).
Always check your contract for specific carry-over rules. It's your responsibility to book and take your full entitlement within the holiday year. If your employer unreasonably refuses holiday requests, preventing you from using your entitlement, you may have a legal claim. Plan holidays well in advance and submit requests according to your employer's notice period requirements.
How is holiday calculated for someone who just started?
Holiday accrues from your first day of employment. Calculate it as: (annual entitlement ÷ 12) × months worked. For example, if entitled to 28 days and you've worked 3 months: (28 ÷ 12) × 3 = 7 days accrued.
Holiday builds up continuously throughout the year, so you can take holiday at any point (subject to your employer's approval and notice periods). Some employers have probation period restrictions on taking holiday, but you're still accruing it. After probation ends, you should have access to your full accrued balance. Check whether your employer allows holiday during your probation period.
What happens if I work more than 5 days per week?
UK law caps statutory entitlement at 28 days maximum, even if working 6 or 7 days per week. While the formula (days × 5.6 weeks) would calculate more (33.6 or 39.2 days), the 28-day statutory limit applies to all workers.
However, some employers voluntarily offer enhanced entitlement for extended working weeks as it's fairer to those working more days. Always check your employment contract to see if you're entitled to more than the statutory minimum. If your contract only offers 28 days for a 6 or 7-day working week, each holiday day represents a larger proportion of your working week than it would for a 5-day worker, which many consider unfair but is currently legal under UK law.
Data Sources and Calculation Accuracy
This Holiday Entitlement Calculator uses official UK government regulations and methodologies for 2026/27. All calculations are based on current legislation and best practices recommended by employment law experts and ACAS (Advisory, Conciliation and Arbitration Service).
Official Data Sources
- Working Time Regulations 1998: The Working Time Regulations 1998 (legislation.gov.uk) - Primary legislation governing UK holiday entitlement
- GOV.UK Holiday Entitlement Guidance: Holiday entitlement: Your rights (GOV.UK) - Official government guidance for workers and employers
- GOV.UK Official Calculator: Calculate holiday entitlement (GOV.UK) - Government's own holiday calculator tool
- ACAS Holiday Pay Guidance: Holiday pay: the basics (ACAS) - Expert employment relations advice
- 2024 Irregular Hours Reform: Changes to holiday entitlement (GOV.UK) - New 12.07% accrual method effective January 2024
Calculation Methodology
Our calculator implements the following UK-compliant calculation methods:
- Standard Entitlement: Working days per week × 5.6 weeks = statutory entitlement
- 28-Day Cap: Maximum statutory entitlement capped at 28 days (even for 6-7 day working weeks)
- Rounding Rules: All entitlements rounded up to nearest 0.5 day as required by UK regulations
- Pro-Rata for Starters/Leavers: (Annual entitlement ÷ 12 months) × months worked
- Irregular Hours Method: Hours worked × 12.07% = holiday hours accrued (2024 reform)
- Bank Holiday Inclusion: Optional toggle to show discretionary leave after bank holidays
- Enhanced Entitlement: Supports contractual terms above statutory minimum
Calculation Accuracy: This calculator has been verified against the official GOV.UK holiday calculator and ACAS guidance. All formulas match current UK regulations for 2026/27. Results are for informational purposes only and should be verified with your employment contract and HR department.
Last Updated: January 2026 (incorporating 12.07% irregular hours method effective from January 2024)
⚠️ Important Disclaimer
This calculator provides estimates based on statutory UK holiday entitlement regulations. Your actual entitlement may differ based on your employment contract, which may offer enhanced terms above the statutory minimum.
Always verify your specific entitlement by checking your employment contract, staff handbook, or consulting your HR department. For complex situations or disputes, seek professional advice from ACAS (0300 123 1100) or an employment law solicitor.
This tool is provided for informational purposes only and does not constitute legal advice. FastJobs.uk is not responsible for decisions made based on these calculations.
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How It Works
All calculations happen locally on your device. When you click "Calculate Holiday Entitlement," your browser performs the mathematics instantly without sending any data across the internet. Your working pattern, employment dates, and results remain completely private to you.
What We Don't Collect
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