Pro Rata Holiday Calculator UK 2026
Instantly calculate pro rata annual leave entitlement for part-time and irregular hours workers in the UK. Covers fixed-day, fixed-hour, and 12.07% casual worker methods.
Holiday Entitlement Calculator
Enter your working pattern to calculate pro rata holiday entitlement
Choose the method that matches your working pattern.
The statutory minimum is 28 days for a standard 5-day week (5.6 weeks).
How many days per week the part-time employee works.
The number of days a full-time employee works per week.
How many hours per week the part-time employee works.
The number of hours a full-time employee works per week.
Total hours actually worked over the period you’re calculating for.
Your Holiday Entitlement
Pro rata leave calculation and breakdown
Enter your working pattern above and click Calculate Entitlement to reveal your pro rata holiday allowance.
Pro Rata Holiday Examples
Quickly reference common pro rata holiday entitlement scenarios based on the UK statutory minimum of 28 days (5.6 weeks) for a full-time 5-day week.
| Working Pattern | Pro Rata Entitlement | Example Scenario |
|---|---|---|
| 5 Days a Week (Full-Time) | 28 Days | Standard full-time statutory minimum |
| 4 Days a Week | 22.4 Days | 4/5 of the full-time entitlement |
| 3 Days a Week | 16.8 Days | 3/5 of the full-time entitlement |
| Casual / Irregular Hours | 12.07% of Hours Worked | 480 hours worked = 57.9 hours of leave |
Pro Rata Holiday FAQ
Everything you need to know about calculating pro rata holiday entitlement for part-time and irregular hours workers in the UK.
Pro rata holiday entitlement is annual leave calculated proportionally for someone who works fewer hours or days than a full-time employee. It ensures part-time workers receive the same proportion of paid leave as their full-time colleagues, relative to the hours or days they actually work.
Under UK law, full-time workers are entitled to a statutory minimum of 5.6 weeks of paid holiday per year. For someone working a standard five-day week, this equates to 28 days, which can include bank holidays depending on the employer’s policy.
For part-time staff who work the same fixed days every week, entitlement is calculated by dividing the days worked per week by a full-time week (usually five days), then multiplying by the full-time entitlement. For example, three days a week gives 3/5 of the full-time allowance.
The 12.07% method is used for casual workers or those with irregular hours, such as zero-hours contracts. It is derived by dividing 5.6 weeks of leave by the 46.4 remaining working weeks in a year, and is applied to hours actually worked to calculate holiday accrual.
Part-time workers are entitled to the same proportion of holiday as full-time workers, not the same number of days. A part-time worker doing half the hours of a full-time colleague should receive half the holiday entitlement, calculated on a pro rata basis.
Yes. The 5.6 week statutory minimum is a legal floor, not a cap. Many employers choose to offer additional contractual holiday above this minimum as part of their benefits package, and any pro rata calculation should be based on the employer’s actual full-time entitlement.