In the UK, all workers are entitled to 5.6 weeks of paid statutory holiday per year. For part-time workers, this is calculated pro-rata based on the number of days they work each week. The formula is simply: (Days worked per week) × 5.6 = Total statutory holiday entitlement in days. For example, if you work 3 days a week, you are entitled to 16.8 days of paid holiday per year.

There is no automatic legal right to take bank holidays off for part-time workers. Whether you get bank holidays off depends on your employment contract. If your contract includes bank holidays as part of your statutory 5.6 weeks entitlement, and you don’t normally work on the day a bank holiday falls on, your employer should give you time off on an alternative day that you do normally work.

The statutory minimum holiday entitlement is capped at 28 days (5.6 weeks) per year for anyone working a 5-day week or more. Even if you work 6 or 7 days a week, the statutory maximum remains 28 days. However, many employers choose to offer more than the statutory minimum as part of their benefits package.

Holiday pay for part-time workers with regular hours should be calculated based on their normal weekly pay. If you work the same number of hours each week, you should receive your normal weekly pay when you take a week of holiday. For workers with irregular hours or zero-hour contracts, holiday pay is now calculated based on 12.07% of the hours worked in the previous 52 weeks, following recent changes to UK holiday pay legislation.

No, your employer cannot round down your statutory holiday entitlement to the nearest half or full day. If your pro-rata calculation results in a fraction of a day (e.g., 16.8 days), you are legally entitled to take that 0.8 of a day off, or your employer can choose to round it up as a gesture of goodwill, but they cannot round it down below the statutory minimum.

Yes, if you start a job part-way through the holiday year, you will accrue holiday entitlement pro-rata for the portion of the year you work. For example, if you start exactly halfway through the holiday year, you will accrue half of your full annual entitlement. This applies to both full-time and part-time workers.

When you leave your job, any statutory holiday you have accrued but not taken must be paid to you in lieu as part of your final payslip. Conversely, if you have taken more holiday than you have accrued up to the date of leaving, your employer is legally allowed to deduct the overpayment from your final pay, provided this is clearly stated in your employment contract.