Holiday Pay Calculator
Estimate holiday entitlement for regular working patterns, or calculate 12.07% rolled-up holiday pay for eligible irregular hours and part-year workers.
UK Holiday Pay Calculator 2026/27
Our Holiday Pay Calculator helps UK employees and workers understand their statutory annual leave entitlement and, for casual or irregular hours work, how rolled-up holiday pay is calculated. Use the Leave Entitlement tab to work out how many days or hours of paid holiday you are owed based on your working pattern, or the Rolled-Up Holiday Pay tab to see how the 12.07% method applies to your pay.
How to Use the Holiday Pay Calculator
- Leave Entitlement tab: Enter the days you work per week, or pick a quick preset. Add your hours per day to see entitlement in hours as well as days.
- If you started or left your job partway through the holiday year, adjust weeks employed to pro-rate your entitlement accordingly.
- Add any extra contractual days your employer offers above the statutory minimum.
- Rolled-Up Holiday Pay tab: Enter your gross pay for a period to see the 12.07% holiday pay uplift, your total pay, and (if you add hours worked) your effective hourly rate.
- Optionally add an estimated annual gross pay to project your total holiday pay for the year.
What Is the Statutory Minimum Holiday Entitlement in the UK?
Under the Working Time Regulations 1998, almost all UK workers are legally entitled to 5.6 weeks of paid annual leave per year. For someone working a standard 5-day week, this works out to 28 days. This 28-day figure is a cap that applies to everyone: even someone working 6 or 7 days a week is not entitled to more than 28 days under the statutory minimum, since 5.6 weeks × more than 5 days would otherwise exceed it.
Part-time workers get a pro-rata entitlement based on the days or hours they work. Bank holidays are not a separate legal entitlement on top of the 5.6 weeks — employers can choose to include the 8 UK bank holidays within your statutory leave or offer them in addition, so it is worth checking your contract.
| Days Worked Per Week | Statutory Entitlement (Full Year) |
|---|---|
| 5 days | 28 days |
| 4 days | 22.4 days |
| 3 days | 16.8 days |
| 2 days | 11.2 days |
| 1 day | 5.6 days |
What Is Rolled-Up Holiday Pay?
Rolled-up holiday pay is a method of paying holiday pay as an enhancement added to a worker’s normal pay each period, rather than paying it only when leave is actually taken. For leave years starting on or after 1 April 2024, employers in Great Britain can use rolled-up holiday pay specifically for eligible irregular hours workers and part-year workers. Being on a zero-hours or casual contract does not automatically make someone eligible — eligibility depends on the statutory definitions of irregular hours and part-year work, and employers should assess each worker’s status rather than assume it from the contract type.
The rate used is 12.07%, which comes from dividing the 5.6 weeks of statutory annual leave by the 46.4 weeks actually worked in a year (52 weeks minus 5.6 weeks of leave). In practice, this means an eligible worker receives 12.07% of their total pay for the relevant pay period as holiday pay, added to their normal pay and shown separately on the payslip.
Is Rolled-Up Holiday Pay Right for Every Worker?
No. Rolled-up holiday pay under the 2024 rules is only permitted for irregular hours workers and part-year workers. Employees with regular, fixed working patterns should normally receive their holiday pay when they actually take leave, calculated using their average pay, not as a rolled-up addition to every payslip.
How Is “A Week’s Pay” Calculated for Holiday Pay?
For workers without fixed hours or fixed pay, a week’s holiday pay is based on average pay over the previous 52 weeks that were actually worked and paid, looking back up to 104 weeks if needed to find 52 paid weeks. This 52-week reference period has applied since 6 April 2020, replacing the previous 12-week reference period. This calculator does not currently perform the full 52-week averaging calculation, which requires a week-by-week pay history.
Factors That Affect Your Holiday Entitlement
- Part-time working: Entitlement is pro-rated based on the days or hours you actually work each week.
- Starting or leaving mid-year: Your entitlement for that holiday year is pro-rated based on how much of the year you were employed.
- Irregular hours or casual work: Holiday pay may be calculated using the 12.07% rolled-up method rather than as a fixed number of days.
- Contractual extras: Some employers offer more than the statutory minimum, which is added on top.
- Sick leave and family leave: Statutory holiday continues to accrue during most types of statutory leave, including sick leave, maternity, paternity and shared parental leave.
Frequently Asked Questions
How many days holiday am I entitled to if I work 3 days a week?
Working 3 days a week gives a statutory entitlement of 3 × 5.6 = 16.8 days per year, assuming you work the full holiday year. If you only worked part of the year, this figure would be pro-rated further based on the weeks you were employed.
Is holiday entitlement always capped at 28 days?
Yes, for the statutory minimum. The 5.6 weeks entitlement is capped at 28 days regardless of how many days a week someone works, so even a worker on a 6 or 7-day week is not statutorily entitled to more than 28 days. An employer can still choose to offer more as a contractual benefit.
What is 12.07% holiday pay and who is it for?
12.07% is the rolled-up holiday pay rate that employers in Great Britain can apply to eligible irregular hours workers and part-year workers for leave years starting on or after 1 April 2024. It represents the 5.6 weeks of statutory leave spread across the 46.4 weeks actually worked in a year. Eligible workers receive 12.07% of their total pay for the relevant pay period as holiday pay, added to normal pay each pay period rather than paid only when leave is taken. Simply being on a zero-hours or casual contract does not by itself make someone eligible.
How much holiday pay would I get on £500 gross pay using the 12.07% method?
£500 × 12.07% is approximately £60.35 in rolled-up holiday pay, making a total of around £560.35 for that pay period.
Do zero-hours and casual workers get paid holiday?
Yes. Almost all workers, including those on zero-hours and casual contracts, are legally entitled to 5.6 weeks of paid holiday. Since April 2024, employers in Great Britain can pay this to eligible irregular hours and part-year workers as rolled-up holiday pay at 12.07%, shown separately on the payslip. Eligibility depends on the statutory definitions of irregular hours and part-year work, not simply on the contract being described as “zero-hours” or “casual” — check with your employer if you’re unsure how your holiday pay is calculated.
What happens to my holiday entitlement if I start or leave a job partway through the year?
Your entitlement is pro-rated based on the proportion of the holiday year you were employed. For example, someone entitled to 28 days for a full year who works exactly half the year would accrue approximately 14 days.
Does holiday pay include bank holidays?
There is no separate statutory entitlement to bank holidays. Employers can choose to include the 8 UK bank holidays within the 5.6-week statutory minimum or offer them in addition to it, so this depends on your contract.
How is holiday pay calculated for workers with irregular hours or pay?
Where hours or pay vary and rolled-up holiday pay does not apply, a week’s holiday pay is generally based on the average pay received over the previous 52 paid weeks, looking back up to 104 weeks to find enough paid weeks if needed.
Can my employer give me more than the statutory minimum holiday?
Yes. Many employers offer additional contractual holiday on top of the statutory 5.6 weeks, for example 25 or 30 days plus bank holidays. This calculator lets you add any extra contractual days to your statutory entitlement.
Does this calculator apply in Northern Ireland as well as Great Britain?
Employment law differs between Great Britain (England, Scotland and Wales) and Northern Ireland, which has its own separate working time legislation. The 5.6-week statutory minimum holiday entitlement is a similar principle in both, but the 12.07% rolled-up holiday pay method described in this calculator is based on Great Britain rules effective for leave years starting on or after 1 April 2024. Workers and employers in Northern Ireland should not assume the same rolled-up holiday pay method automatically applies and should check current Northern Ireland-specific guidance.