Holiday Entitlement Calculator UK 2026/27

Workers are entitled to 5.6 weeks of paid holiday per year. For a full-time worker on 5 days per week, that is 28 days. Employers can choose whether bank holidays count towards this total or are given in addition — there is no statutory right to have bank holidays off.

Part-time workers receive the same 5.6 weeks pro-rated to their working days. Multiply 5.6 by the number of days worked per week. For 3 days per week: 5.6 × 3 = 16.8 days. For hours-based workers, multiply 5.6 by weekly hours (e.g. 20 hours per week = 112 hours holiday entitlement).

Yes. Workers accrue holiday from day one of employment. Entitlement builds up as they work — typically 1/12th of annual entitlement per complete month. Employers cannot require a qualifying period before leave can be taken, though they can direct when it is taken with adequate notice.

Bank holidays can count within the 28-day statutory minimum — there is no legal right to bank holidays off as additional leave. Whether they count is a contractual matter. Many employers give 20 days plus 8 bank holidays = 28 days total (meeting the statutory minimum), while others give 25 days plus bank holidays = 33 days as an enhancement.

Statutory holiday should normally be taken in the leave year in which it accrues — it cannot simply be rolled over at the employer's discretion. However, carry-over is permitted where a worker could not take leave due to sickness, maternity leave, or other family leave. The 4 weeks of EU-derived leave may also carry over in limited circumstances. Contractual leave above the statutory minimum can be subject to different carry-over rules.

Holiday pay must reflect a worker's normal remuneration — not just basic pay. Regular overtime, regular commission and other payments that are normally received must be included. The reference period is 52 weeks of actual earnings (ignoring weeks with no pay). Workers on irregular hours use a 52-week average to determine the holiday pay rate.