UK Holiday Entitlement Calculator
Instantly calculate your statutory holiday entitlement, part-time pro-rata days, and remaining leave. Track your accrual and plan your time off with confidence.
UK Holiday Planner
Calculate your statutory entitlement and remaining leave
Number of days you work each week (1–7)
Your total yearly entitlement. Auto-calculated as 5.6 weeks (28 days for a 5-day week)
How far through your current holiday year you are (0–12)
Total holiday days you have already used this year
Holiday Projection
Your UK annual leave forecast
Enter your working pattern and click Calculate My Leave to see your statutory entitlement and remaining holiday days.
Statutory Entitlement Reference Table
UK statutory holiday entitlement based on the number of days worked per week. The legal minimum is 5.6 weeks (28 days for a full-time 5-day worker).
| Working Pattern | Annual Entitlement | Monthly Accrual | Bank Holidays (if included) |
|---|---|---|---|
| 5 days a week | 28.0 days | 2.33 days | 8 days |
| 4 days a week | 22.4 days | 1.87 days | 6.4 days |
| 3 days a week | 16.8 days | 1.40 days | 4.8 days |
| 2 days a week | 11.2 days | 0.93 days | 3.2 days |
| 1 day a week | 5.6 days | 0.47 days | 1.6 days |
UK Holiday Entitlement FAQ
Everything you need to know about statutory leave, part-time calculations, and holiday accrual in the UK.
Almost all workers in the UK are legally entitled to 5.6 weeks of paid statutory holiday per year. For someone working a 5-day week, this equals 28 days. For part-time workers, it is calculated pro-rata based on the number of days they work. For example, working 3 days a week equals 16.8 days (3 × 5.6).
Part-time workers are entitled to 5.6 weeks of holiday. You multiply the number of days you work per week by 5.6. For example, if you work 2 days a week, your statutory entitlement is 11.2 days (2 × 5.6). If you work irregular hours, your entitlement accrues at a rate of 12.07% of the hours you work.
Yes, employers can choose to include the 8 usual bank holidays in the 28-day statutory entitlement. If they do, you are left with 20 days to take at your choosing. There is no legal right to take bank holidays off; it depends entirely on the terms of your employment contract.
Holiday entitlement accrues (builds up) over the course of the holiday year, usually at a rate of 1/12th per month. For example, if you are entitled to 28 days a year, you accrue 2.33 days per month. This protects employers if a new employee leaves shortly after starting. Accrual starts from your first day of employment.
When you leave a job, you are legally entitled to be paid for any statutory holiday you have accrued but not taken. Conversely, if you have taken more holiday than you have accrued by the time you leave, your employer can deduct the overpayment from your final pay, provided this is written into your employment contract.
Yes, employers can refuse holiday requests, but they must follow the terms of your employment contract. Statutory regulations usually require employers to give notice at least the same length as the holiday requested (e.g., 1 week’s notice for 1 week of holiday) if they want to reject a request.
Yes, under UK law, workers continue to accrue statutory holiday entitlement while on sick leave. If you are too ill to take your holiday before the end of the holiday year, you are allowed to carry it over into the next year, usually up to a maximum of 18 months.
By law, you can carry over up to 1.6 weeks (8 days for a full-time worker) of unused statutory leave if you couldn’t take it because you were on maternity leave, sick leave, or your employer didn’t give you enough time to take it. Any additional contractual leave above the statutory minimum depends on your employer’s specific policy.